Carol McManus

The news reminds us daily how bad things are economically today. We cannot change the reality of growing unemployment, a financial industry that is in turmoil and mainstream industries like real estate, manufacturing and retail hanging on for dear life. So what's the good news?

Actually there is a lot to be grateful for despite the headlines. There are growing industries and growth opportunities that will either replace the status quo or provide the support for these ailing industries to recover. Two examples are the technology sector and the green movement. Look around you and be prepared to reinvent your company and reinvent yourself.

The fear I am alluding this week is the fear currently experienced by your existing work force. Those who still have jobs are, in many ways, more fearful of the future than the people who have already lost their jobs. If someone has already been downsized, they are on the path of retooling and reestablishing their lives. However, the people who are left after a business goes through reorganization are vulnerable at a very deep level and cannot be ignored by management.

Productivity is more important than ever because almost every company in America is trying to do more with less. People who are left may be in a position of doing a job that was accomplished by two or three people in the past. They are stressed. They are frustrated. Many are angry. And most of all, they are waiting for the next shoe to drop. So what can management do? Here are a few tips to help you neutralize, stabilize, and even motivate those you are left standing.

1. Take five minutes every day to personally talk with every one of your direct reports and as many of their subordinates as possible. Show interest in their personal lives. Give recognition to the work they are doing for you. Ask what you can do to help them succeed in their job.

2. Over the holidays, look for ways to bring some cheer to your work environment. For example, if you are in an office environment, have a contest for everyone to decorate their office or workstation and give prizes based on a group vote. The prize could be a Honey Baked Ham, a Starbucks gift card, or an afternoon off.

3. Use this time to challenge your employees to innovate. Identify first one critical challenge that your business is facing and set a specific goal to address the problem. Then put your staff to work on offering solutions. If there are no financial resources available, then make that clear in your challenge. Ask them to make suggestions on how they would recommend tackling the problem. Form think tank committees to encourage staff members from different areas of the company to work together. Let them meet over lunch and provide pizza and beverages. At the very least, shake the dust off the old "Suggestion Box" and encourage everyone to contribute their best idea.

4. Have a family day at work before the end of the year (preferably while the children are off from school). This can be a pot-luck lunch and assign employees the task of coming up with games or entertainment for the children. Make sure you provide music, balloons, and a festive atmosphere. Your goal is to give people a reason to smile and relax; even if only for a brief while before the business realities take over again.

5. Take out your pen and paper and in addition to the holiday card that you probably already send, take the time to write a personal note to every person on your staff. Let them know what you appreciate about them and be as specific as possible. Make every note speak to the individual - this is not a generic 'rah-rah' message, this is personal.

6. And the hardest one of all: invite people into your office to just talk. Let them tell you what's on their mind and what they are concerned about. Be prepared to listen, to show empathy for their feelings, and to provide honest answers. Fear is often based on disinformation. People fear what they don't understand or what they think may or may not happen. If your news is not good (for example you may anticipate more lay-offs or office closings) then be honest by telling your team that this is a very real possibility. But at the same time, let them know what they can do to forestall that decision. Or let them know that if additional cuts are necessary, you will do everything in your power to help ease people during their transition (both those going and those staying). Remember, this tip is about the loyal people who are still with you. If you plan to keep your business open you need them, you need them to be focused, and you need them to be enthusiastic in their support of your success. Only you as the leader can inspire that result. Only you as the manager can set the standard of expectation. Only you as their mentor can provide the guidance and support to make it happen.

As always, please give me feedback and let me know what's happening in your business and also if there are specific topics you would like me to address in upcoming Tips, just shoot me an email.