TMRC Resources

Most Managers fret whenever they are in a situation that is very uncomfortable because they wouldn’t want to be seen that they are not in the one accord with their team members. Some, in case of tackling the situation head-on, shall find other ways of avoiding or prolonging to do what they have to do. During this pandemic situation, some organisations or companies, depending on their source of funding or income, operations are being downsized as well as staff.

Imagine if the Manager is already worried about such a time, then what about those that they manage? It goes to show that the team members are more worried as to what is their fate, and how are they going to be able to get through this all, and even still have their jobs. Thus, such situations make the staff be very anxious and fearful of what might befall them if it hasn’t yet already happened.

Therefore, a manager needs to know the things that their staff need to go through difficult situations well, even if not 100% normal. Thus, these are some of what the staff really need from their Managers, organisation or peers.

1. Being kept in the loop of what is going on.

There are lots of things that are going on at this time, even if it seems nothing is happening. Major decisions are being made that are affecting the personnel or operations of the organisation or company. These decisions usually involve a few people, even if the organisation has many staff. As a result, in such a situation, some or most of the staff might not even know whatever is going on, yet they are the ones affected by those decisions.

Such a situation is what staff usually don’t like it happening to them without knowing, and they wouldn’t want to find out later than earlier for them to plan their next steps. These might demotivate them even in the future, and as an organisation or company or Manager, you wouldn’t want to have staff that are not motivated to the cause they were recruited to address.

Therefore, you need to have constant and clear communication to the team. Don’t share to some and leave out others. At such a time, if you have a team that you know their supervisor is not good at sharing information with the rest of them, you can bypass them for now and you will sort your house later. It’s no time for displaying one’s ego, but to ensure that everyone is on the same page with whatever is going on. Thus, every staff yearns, even more for constant and clear communication during times when things seem so difficult.

  2. Seeking for their Input on the Change that is Needed.

Don’t say that now that they are not available, you can make your own decisions and impose them unto the others. Imagine, because the funding has drastically reduced, and a few decided to come up with say a new structure. Those that won’t fit within the new structure are to go. Then you start implementing it without the input of the staff. That is total confusion created.

Stop, and get to the staff about what is it that you have proposed and seek their input. You might realise that the position you thought was very key, is not that key with the input from the team, because they are the ones that have been making their hands dirty. Such feedback can save the organisation a lot in terms of achieving their mandates. Some staff might freely give up their positions, which you thought wouldn’t have been possible because you are holding onto them basing on your emotions and not logical reasons.

This is helpful when managing change that obviously most organisations and companies are going to go through after this period of time. Otherwise, don’t hesitate to get to The Manager Resource Centre to walk you and the team through change management.

  3. Empathic Managers.

At such a time, the staff need their Managers to be people that feel the pain that they are going through, and not behave like robots.      Some staff are really having a rough time, and yet they find no support or help coming from their Managers. As a Manager, you don’t go the extra mile to find out how they are doing, and what is it that gives them a hard time. The staff needs a listening ear to their issues and support if that is possible. The staff need assurance that all is going to be well from their Managers.

They need Managers that keep in touch with them to find out how they are doing and encouraging them not to give up. Talking can do a lot for a Manager in getting the staff onto their side. You don’t need to be bossy, and threaten the staff about your powers over them because you want them to do something for you or for the organisation. At this time, you more than ever before need your people centric management style coming to the fore.

  4. Ensure that their Benefits are Timely Paid.

You know some of the staff are now crying because they might not have been paid their salaries or benefits at such a time. If genuinely, the organisation or company is unable to pay the staff benefits, they should be informed and a plan to compensate them put in place than not doing so when the funding is available. If possible, at such a time, ensure that there are funds put aside to cater for the salaries of the staff, and cut off payment or spending on items that can be done later. Don’t use the funding that could have been used to cater to their benefits for other items to garner public support. That isn’t right yet your house is on fire. First, sort out your house before you think of the public light.

Your staff are the most important asset that you have got, and you need to ensure that their wellbeing is catered for in accordance with the organisational guidelines or policies. The way that this aspect is handled, is the way that staff shall treat their roles or responsibilities.

The Manager Resource Centre Ltd, is your management consulting agency at hand to provide you with simple, real life and practical solutions to your management challenges of our time. We are at hand to ensure that you manage and lead with distinction. Why not get in touch with us for supporting your organisational or company journey towards excellence. Send us email on info@managercentre.com or patrick@managercentre.com or call +256 776 521701 / +256 774 928781 / +256 754 082100. You can as well follow up on our various social pages on Twitter, Facebook, LinkedIn, www.managercentre.com or request to join our mailing list for articles on management.

Ayiga Patrick Obita;

Management Consultant with TMRC Ltd.