How to manage a team under pressure?
¿Cómo gestionar un equipo bajo presión?

How to manage a team under pressure?

The transition of a company can amplify the noise of the corridor. And before you could not draw up a communication plan, the story will have already experienced several versions. This is why a company about to undergo a disruption, positive or negative, must immediately address change change management. And it is not limited to a simple universal approach. The perception of change can vary depending on the employees, with differences often of a generational nature. Especially in terms of adaptability.

Managers can apply the following tactics to help their employees.

Communicate, communicate, contact

Communication should always be the top priority. Engage employees as soon as objectives and priorities evolve. Even if you don’t have all the details, share the maximum information potentially useful to your team. And don’t be afraid to seek feedback on the situation. It helps our 7 tips to communicate with your team.

Show transparency

Your employees will interpret the tone you use and you sense any lack of honesty toward them. Explain to them what change will entail, including expectations to the team on an overall and individual level. If the change aims to bring positive things to your employees, make sure they communicate it up front. This will help them feel more invested and accepting.

Focus on success

Everyone has a role to play in driving change. It’s a team effort. As a manager and leader, don’t hesitate to celebrate wins along the way to motivate your teams.

Continue to communicate

This may seem redundant, but communication is truly the key to any change. After implementing a major change (whether it’s a merger acquisition or an organizational change), you will likely need to initiate a new chapter of communication with your employees. You may also need to provide additional training or support, which will also need to be presented.

As a manager, it is essential to take a proactive, thoughtful and strategic approach to every change. This will greatly facilitate the rest.
Finally, don’t forget: “It is not the change that people are afraid of, but the idea that they make it” (Seneca).

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