Five Things Leaders Can Do in Times of Uncertainty
Look, things are tough out there right now. There’s no denying that there’s a lot going on and much of it isn’t good. And while many leaders are rightfully focused on the financial impact to their businesses, it’s important to not lose sight of the people within your organization as well.
You can’t control everything, and you might not be able to make things more certain, but you do have the power to make things less terrible. Here are some ideas from the field of organizational psychology:
1. Listen without judgment. People need to feel heard, especially during times of uncertainty. Being available to listen to your team members can go a long way. You don’t have to have all the answers, in fact, you don’t need to have any answers. Just having the space to voice fears and to have concerns validated helps people deal with those thoughts and emotions. Also, it assists you as a leader to know what is at the forefront of people’s minds. You can craft policies and communications more effectively if you know what others are thinking and feeling.
2. Don’t withhold information. It’s not that you need to communicate everything about anything, but people don’t like being kept in the dark, especially if the information involves or affects them. It can help strengthen trust and respect if others know that you will share any necessary data. After all, the human mind will fill in gaps when we don’t have all the information. Wouldn’t you rather fill in those gaps yourself with accurate data rather than have other people fill it in for you? Assumptions can be worse than reality, particularly during stressful situations. Also, being open with information allows others the chance to lend a hand. They may have good ideas that you haven’t thought of. This isn’t the time to isolate yourself.
3. Watch behaviors, theirs and yours. Some people might want to hide when the going gets tough, others may prefer to act. Regardless, behaviors are an indicator of what is going on in someone’s mind. If an employee is acting jumpy, they may need some help to guide that pent up energy towards something productive. If someone appears lethargic, it could be that fear is taking over. If a person who doesn’t usually make mistakes begins making a lot of them, their brain might be in panic mode. When anyone acts differently than usual, something is up. And truly, none of us can function well under stress, no matter how good we think we are during times of uncertainty. Therefore, view behaviors, theirs and yours, as an indicator of how the external situation is affecting them, not necessarily as a sign that they (or you) are low-performing employees.
4. Confide in someone. This could be a therapist, friend, spouse, or even a random stranger. The only requisite is that the person is supportive and helps you to feel less alone. At the end of the day, you are responsible for your team or organization, no one can take that accountability away from you. But it can help you manage the weight of those responsibilities if you believe that you have a support system. Just as it can benefit employees to have a forum to voice their fears, as a leader, it can be an advantage for you too. You’re not necessarily looking for advice here, but instead an outlet for the negative feelings associated with a lack of control, such as anger, guilt, inadequacy, or fear. Feeling overwhelmed and unsupported is not a badge of honor, nor is it productive.
5. Understand the influence of underlying beliefs and past experiences. This is true for your team members as well as for yourself. Past experiences, such as a job loss or company bankruptcy, can and will affect how one reacts to situations in the present and to uncertainty about the future. Recognize that all reactions are a combination of these past life experiences and are not just a response to the present situation. This isn’t an excuse, it’s just reality. If you’ve been burned before, you’re going to be a lot more cautious going forward. If you’ve been on the wrong side of a layoff, your brain will be on alert for any signs that it is happening again. Keep that in mind, especially if others are having reactions that you don’t understand or that seem excessive given the facts.
There’s a lot that you can’t control right now, but that doesn’t mean that you are completely powerless. The external forces exerting pressure on your organization are what they are. However, within your own organization, you do have the ability to make things a bit better.
No matter what level you are, or job function you hold, things are tough. And while people might be resilient, they don’t like to feel abandoned. Now is the time to support one another because it looks like it’s going to be quite a bumpy ride.