How to manage and inspire your team in a downturn
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Due to the current economic downturn from the impact of the COVID-19 outbreak, companies are shifting from hiring and retaining to aligning, inspiring, and engaging their current teams. With all these changes come difficult challenges. Join experts from The Predictive Index to get actionable tips on the transition to working remotely and how to engage your workforce during times of uncertainty. Topics covered will include: - How to protect and adapt your culture through change. - How to drive employee engagement while remote. - How to empower managers to build resilient teams. - How to maintain strong communication throughout the organization.
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How to manage and inspire your team in a downturn
- 1. Jackie Dube SVP, Talent Optimization How to manage and inspire your team in a downturn Matt Poepsel, PhD SVP, Product Matt Moretti Product Marketing Manager
- 2. 2 Housekeeping ● If you have a question, please post it in the Q&A box. ● There will be 20 minutes for questions at the end. ● A recording of this webinar will be sent out tomorrow morning along with other resources
- 3. Webinar Agenda 3 Matt Moretti | Jackie Dube | Matt Poepsel Introductions2:00pm 2:10pm 2:20pm 2:30pm 2:40pm Evaluating options, pivoting strategy, ramping up communication, empathy Crisis management from the top Tools and techniques, self-awareness, team work styles, protect your culture Managing remote teams Engagement surveys, underlying engagement drivers, preparing for future Checking in with employees Please give us your questions throughout the webinar! Q&A
- 4. 4 What did PI do to prepare for the business impact of COVID- 19?
- 5. How we put the plan into action 1. Gained alignment with a crisis response team 2. Developed a key triangle 3. Put together a thoughtful internal communication plan a. Announcements slack channel b. Weekly video updates, PI TV, and newsletter c. FAQ document 4. Best-case and worst-case 5. Address feelings of fear head-on
- 6. 6 If I’m a company going through a RIF or a reduction in compensation, what’s the best way to do this?
- 7. Our process during a RIF 1. Immediate reactions a. OPTIMA & expansion delayed b. Bonus and profit sharing foregone c. Weekly PI TV - full transparency 2. Day of reduction in force a. Morning meetings; alumni lunch b. Detailed restructure (all hands) c. Friday to grieve, Monday start fresh
- 8. 8 How can executives and managers effectively manage and communicate with their teams through social distancing?
- 9. Managing remote teams • Self-awareness is even more important now • Trust your people; allow for flexible schedules • Over communication > under communication • Protect your culture • Use the right tech tools • Team Work Styles session
- 10. Tech Tools We Use for Remote Work Collaboration Real-time Polling Project Management (+ Soapbox) DIY Videos and Hosting (Miro) Sticky Note Brainstorming (Donut Slack Bot) Socializing Video Conferencing and Webinars Communication (Zeal) Employee Sentiment
- 11. New structure, new teams - Team Work Styles™ Overall Communication Taking Action Decision Making
- 12. 12 How can organizations keep their employees engaged while remote? What sorts of actionable methods can be used?
- 13. Assessing employee engagement • This isn’t normal, people feel anxious • Four factors of disengagement • Do an engagement survey every 3 months • Be transparent with results • Follow through; take action • Emerge as a stronger company (Not our actual results)
- 14. 14 What is one top takeaway you’d like to give our attendees today?
- 16. 16 Questions?
- 17. 17 Surviving an Economic Downturn with Talent Optimization Guide Download at www.predictiveindex.com/survivi ng-an-economic-downturn/ A copy will be provided in a follow-up email.
Editor's Notes
- Matt M. welcomes everyone to the webinar, introduces himself (name, title, moderator for today’s webinar) as well as Jackie and MattyP
- Matt M. walks through agenda
- Moretti
- Jackie takes lead PI started a COVID task force 2 months ago Key triangle: Senior exec, CFO, and head of people Senior leaders need to address employee fear, anxiety, and vulnerability head-on and early Tell them, “This is our philosophy. These are our guiding principles. We don’t yet know the full impact on our business. But trust we’re going to make decisions with these guiding principles at the forefront.” And don’t just say it, follow through. Let them see that they can trust you to do what you say you’ll do. Keep up the frequent, candid communication over time to make sure people feel informed. This is especially important as you transition to remote work. Good communication creates a sense of family and community. Keep up the frequent, candid communication -- Ways to enhance communication: Designate a new Slack channel for updates. Record and share video updates. Send a weekly newsletter via email. Host virtual town halls. Share a FAQs document. Live stream all-company meetings. Upload new process docs to your internal site. Host more frequent check-ins or stand-ups.
- Moretti
- Jackie Dube takes lead
- Moretti
- Matt Poepsel takes lead How do we make it work with who we have: trust / accountability - huge shift for some companies setting ground rules and being understanding Understand what drives your remote employees Manage for substance, not adherence to a 9-5 schedule Build a communication rhythm Bring the team together Empower employees to be resilient Maintain career pathing Protect and adapt your culture Determine what remote engagement looks like
- Matt Poepsel to take lead
- Matt OR Jackie to take lead - I thought this would be cool to talk about (User Ops) and could be our one PI tool slide
- Moretti
- Matt P takes lead Hiring freeze you realize that your people want to do more; community driven; amazing to see what your people are capable of rising up to put to the test of making hard decisions / so impressed with what our people do and how they act Keep candidate lines open, early and often Ensure alignment at the top Err on the side of transparency Foster versatility with existing employees Maximize every effort Re-evaluate job requirements - can someone take on additional functions?
- Moretti
- Moretti
- Moretti - We’re now going to open it up for audience questions, please use the Q&A chatbox at the bottom of your screen to type in your questions.
- Moretti - Thank you Jackie and Matt for providing your expertise today. Thank you to all of the attendees for joining us today, before we go we have a few offers for you. First, we encourage you to download our guide to Surviving an Economic Downturn with Talent Optimization! This guide uses the four aptitudes of talent optimization—Design, Inspire, Diagnose, and Hire—to provide a framework for how to adapt your business and solve your top challenges brought on by the COVID-19 crisis.
- Moretti - We’re also offering our consultative knowledge on people and team management to be a resource for you during this health and economic crisis. We’re going to help any leader understand their team’s dynamics—truly free of charge and obligation—using The Predictive Index platform for up to five team members. Book your free session using this link. We will also send you this link in a follow up email.