Surviving The Reorg Storm

---

Rebuild Team Trust After Layoffs

​​So your team has been restructured and the dust finally settled.

Now, you’re supposed to go back to ‘business as usual’ but things feel far from normal. As the leader, you’re in a tough position because everyone on your team turns to you for answers and clarity. But, you're as much in the dark as they are, maybe a bit ticked off too....so what do you do?
 
Rest assured you’re not alone; heck, you can’t read a newspaper or hear a business report these days without learning about a company cutting back, laying off or reorganizing. 

Just like you, there are hundreds of leaders trying to find their way to get back on track, regrouping but also trying to rebuild trust of the ‘survivors’.

Survivor Syndrome
Just like after a shipwreck on a desert island, those who survive significant company change are worn-out, tired, miserable and scared.  We run through all types of emotion - at times we feel guilty we made it while friends did not, other times we wish we were gone too. Its known as Survivor Syndrome, its a real thing.

These are normal human reactions after riding through a rough experience, or any change really. Your whole team is feeling it. It is important to recognize, acknowledge and respond according to the emotions of each team member so that you reconnect, as well as rebuild team trust.

It’s not an easy process to get everyone back on track, especially when you're still reeling but, with a bit of patience and guidance, it is achievable.
 
To get some headway quickly, we’ve created a handy-dandy 'Survivor Checklist' of 10 things you can take ACTION on to reconnect as simply as possible:

1. Take Care of Yourself – ”In the event of a sudden change in cabin pressure, the oxygen mask will automatically appear. If you’re travelling with someone who requires assistance, please secure your mask first before assisting the other person”. Recognize this?  Simply put, you’re no good to anyone if you don’t look after yourself first.
   
   ACTION: Build time into your calendar to focus on your own health and wellbeing. Eat healthy, get plenty of sleep, exercise and avoid dependence on alcohol or other bad habits.
   
   
2. Remain Calm - The best thing you can do is to try and remain calm and manage your own stress levels.   Some other strategies to cope with your own emotions can be discussed with your Employee Assistance Provider (EAP) if you have one, they have plenty of resources for free to manage through sudden changes. LifeWorks has several free resources available if you don't have an EAP partner. 
   
   ACTION: Watch this YouTube video to ‘Learn how to Calm Down in 10 Seconds’ – it’s a simple, yet effective approach.
   
   
3. Gather Up Your Team & Talk (Frequently) – Hanging out together, helping each other, swapping stories and plain old venting about the changes is a great exercise for people to begin to let go of the old ways. It can be a facilitated workshop or just open and casual.
   
   ACTION: Book a team meet up, preferably out of the office; reach out to me if you think it will be a tough conversation or you'd benefit from a facilitator.
   
   
4. Remain Visible - give your people permission to ‘let it out’ and let them share their anger, resentment and frustration.  There will be lots of questions and many you may not be able to answer right away but sharing and venting will allow all of you to move on and begin talking through next steps together.
   
   ACTION: Walk through the office on purpose a couple times a day, even if when you come in or after lunch. Or send IM's to check in to those working from home.
   
   
5. Actively Listen – talking is necessary, but a time like this actually calls for a skill few people do well – actively listening. This means listening and responding to improve mutual understanding. It requires focus and attention, concentrating specifically on what is being said. Typically, it means repeating or reading back what you believe you heard. 
   
   ACTION: Write any questions and concerns raised in a public space document/shared drive, or whiteboard) commit to finding answers and tell them when you will circle back. To avoid perpetuating frustrations, deal with rumours immediately; water cooler talk can be very damaging to your team .. the sooner nip it, the better.
   
   
6. Review the Workload – Take time to look at the workload of the team to determine if you need to shift accountabilities with fewer team members. Be careful not to over burden your high performers – the ‘go to’ people are quite vulnerable during downsizing. That said, those who are keen to move up might be ready for additional stretch assignments with greater responsibilities as a part of their development plans.
   
   ACTION: Review what work can change. Who needs relief, who should take on more?
   
   
7. Reset Expectations – Review team objectives and communicate changes.  It’s important each team member understand the changes as it provides a certain level of comfort when they fully comprehend what is expected of them.  
   
   ACTION: Communicate or reiterate the team objectives as well as anything that changed OR what stays the same.
   
   
8. Meet With Each Team Member Separately – it may seem like overkill, however people can tell if you’re really supportive or just doing the obligatory team meeting thing.  Checking in with people privately after a big change helps you gauge where any issues might be (e.g. there could be conflict within the team or with new stakeholders). Ask them for feedback and look for ideas from within the team to solve issues, rather than trying to solve them all on your own.  Always make sure you keep the lines of communication open, as communicating is key to building buy-in for a positive future.
   
   ACTION: If you don't already have them set, book 1:1 meetings with each of your team ASAP, and the skip level below your managers, if you have them. 
   
   
9. Recognize, Thank & Appreciate – Don’t just use formal channels for recognition, find opportunities to thank your team members and demonstrate genuine appreciation. All people need to feel valued, and particularly when times are crazy.
   
   ACTION: Share wins, acknowledge successes and encourage the team to do the same at team meetings; all of these spread positive feelings and provide your team with a supportive environment.  
   
   
10. Have Fun – It may not sound very ‘corporate’ but if you look back over your own career, the best times you had – regardless of how crazy – were when you were able to laugh with your colleagues.  I once had a wonderful boss who brought in Loretta Laroche videos and played them over lunch, just to hear everyone bust out laughing.  She knew that laughter was a way to break through the stress. 
    
    ACTION: Check out on Loretta Laroche to watch on YouTube.  Find ways to take light-hearted breaks together – go out for ice cream, host amusing contests or enjoy team pot lucks.  Ask your team to find fun things to do together, including you!

 
At the end of the day, just like those people after the shipwreck, the team will come together and rebuild a whole new existence.  Together, you really will survive and you’ll have plenty of stories to share along the way.
 
Throw out a lifeline:   Phone a friend…here at Dots!!
If you need help to get through the trying times, or you’re looking for strategies to build your team, contact us at Dots Leadership Solutions!  We have plenty of great tools and solutions to assist you. Learn more about our Specialties here.