Here's how you can effectively engage employees during times of crisis or organizational change.

La claridad y oportunidad son claves en lo que respecta a comunicación. Hoy vivimos cambios constantemente, por lo que es fundamental hablar claro, directo y conciso. De acuerdo a mi experiencia profesional, he visto que algunos líderes no saben comunicar con estas características, y lo peor es que no lo hacen en el momento adecuado. Este último punto es crucial, porque si no lo haces en el momento apropiado, fue muy tarde, pues seguro, "otro" ya lo hizo. Tenemos que aprender a tener "conversaciones valientes" en ambas vías: como líder y cada uno como colaborador. No esperar a que esta sea solo una tarea unidireccional, ni de un lado ni del otro. Esta es la manera de generar conexiones en pro del ambiente laboral y del logro de resultados.

Communication is always the key, in times of crisis or in any normal days, our constant communication to the team of any update particularly about any given situation will lead to confidence of the team that we are on top of the situation. There will be no confusion.

Clear communication is crucial during times of crisis or change. It's important to be transparent and share as much information as possible about the situation to build trust and alleviate uncertainty. Utilize multiple channels such as emails, meetings, webinars, and internal platforms to ensure the message reaches everyone. Regular updates are essential to keep everyone informed of new developments, maintaining trust and managing expectations. Encourage an open environment where employees feel comfortable asking questions and expressing concerns, which can be facilitated through Q&A sessions or anonymous surveys.

• Communicate Clearly: Be transparent, and honest, and provide regular updates through multiple channels. • Show Empathy & Support: Acknowledge employee stress, offer well-being resources, and foster psychological safety. • Empower & Involve: Share the bigger picture, seek input, and highlight potential opportunities. • Maintain Engagement: Recognize positive behaviors, utilize strengths, and maintain routines (when possible).

I strongly believe one can engage employees effectively during crises or organisational changes by drawing inspiration from one of my favourite speakers, "Leaders Eat Last" by again, Simon Sinek. Start with transparent communication, keeping everyone informed and involved. Foster a sense of safety and trust, showing empathy and support. Encourage leaders to be visible and approachable, reinforcing solidarity. Implement regular check-ins and feedback loops to address concerns promptly. Recognize and celebrate small wins to maintain morale. Provide resources for mental and emotional well-being. By embracing these strategies, you’ll create a resilient and motivated team, ready to navigate challenges together and emerge stronger than ever.

Offering support is essential to maintain employees' well-being and engagement during challenging times. Provide access to mental health resources, such as counseling services or stress management workshops. Allow flexible work arrangements, such as flexible hours or remote work, to help employees manage their personal and professional lives. Training programs can help employees adapt to new roles or processes, showing that you are invested in their success and development. Managers should have regular one-on-one check-ins with team members to discuss their well-being, provide reassurance, and address any concerns.

Involving employees in the change process can increase their engagement and sense of ownership. Solicit their input by encouraging them to share ideas and suggestions on how to navigate the crisis or implement changes through brainstorming sessions or surveys. Involve them in decision-making processes by forming committees or task forces focused on specific aspects of the change. Ensure that each employee understands their role in the change process and how they can contribute, as clear expectations reduce uncertainty and increase engagement. Recognize and celebrate the contributions of employees who actively drive change through shout-outs in meetings, internal newsletters, or awards.

Recognition is a powerful tool for maintaining morale and motivation during challenging times. Regularly acknowledge and appreciate the hard work and dedication of your employees through verbal praise, written notes, or public recognition. Celebrate small wins and milestones achieved during the change process to maintain a positive outlook and keep the team motivated. This continuous recognition helps to reinforce the value of their efforts and boosts overall engagement.

Antes, hablábamos de procesos de cambio como momentos puntuales en la vida organizacional, hoy es la constante a la que nos vemos confrontados día a día. Esto nos llama a ser líderes que se adaptan y han aprendido a manejar un nivel de tensión "sano" que incomoda, que no permite caer en zonas de confort, diligenciados a través de una comunicación clara y oportuna. Mirar a la organización como un sistema, enfocando no solo como los demás se comportan, sino como uno mismo aporta o es obstáculo de lo que el momento requiere. Saber administrar nuestras emociones como líderes, mirar las cosas de manera objetiva, generar conversaciones estratégicas, diferenciar los tipos de desafíos entre lo técnico de lo adaptativo, son factores determinantes.

Plan precisely and create a detailed roadmap. Prepare a clear and precise action plan as a first step, to be able to develop a detailed roadmap outlining each step of the change process, and communicate this plan transparently to your team. This approach provides a sense of predictability and stability, allowing employees to understand what to expect and when. By breaking down the change process into manageable steps and providing regular updates, you will fundamentally help employees to reduce anxiety and build trust, ensuring that everyone is aligned and moving forward together.