As the Great Resignation surges on, managers have the tricky task of managing teams that evolve as employees transition in and out of the company. Challenges include successfully onboarding new workers, maintaining team morale, and creating sustainability for employees that must pick up the slack of those that have left the company. Here are three strategies that can assist with seamless transitions when managing evolving teams.
Strategy #1: Don’t Exclude Your Employees When Making Personnel Decisions That Impact Them
Many companies consider it taboo to consult with employees about potential hires that they’ll be working with day-to-day. However, failure to do so can have catastrophic consequences. For starters, it’s often those very employees that are having to train that new hire, familiarize them with company culture, and provide support. If the current employee can weigh in on the decision, they’re more inclined to make it a point to help the new hire succeed because they have a vested interest. Other times, a current hire may be able to recognize that a potential new hire may have the skillset to do the job but is a poor fit for the company’s culture. Having current team members consult on a new hire can also help reestablish a sense of control after a colleague exits. A manager that asks for the opinions of current employees about potential new hires also shows that they trust and value the team member’s opinion.
Strategy #2: Be Loud & Proud About Your Open Door Policy
One of the most stressful situations for an employee is when a valued colleague leaves the company. In the interim, they’re often tasked with additional work. Even when a new employee starts, there is a significant investment of time to get that individual up to speed. The transitioning out of a current employee often creates uncertainty and insecurity. Many employees are hesitant to bring these feelings to their supervisors because they don’t want to appear needy or add stress to an already frustrating situation. This makes it even more important for those in a supervisory role to make it a point to check in with key employees during time of transition. Proactively offering support and asking about the obstacles they’re facing will create loyalty and discover strategies for making an employee’s workload more manageable until a new hire is trained in.
Strategy #3: Now More Than Ever, Employee Recognition Matters
Treat your employees right or someone else will. Of particular importance is expressing gratitude to employees that shouldered the burden of extra work after a colleague left the company. It is critical that these efforts are celebrated and recognized. Not only is it the right thing to do, but it leads to increased employee output, motivation, company pride.
How 25-8 Leadership Can Assist Your Organization During the Great Resignation: We utilize a variety of tools, including Everything Disc®. This proven program allows employee to understand and appreciate different communication styles, increasing company efficiency and productivity. Whether you need help getting started, revived, or progressing forward with a successful team, we are here to be a partner on your journey.