Talking with your team about uncertain times Te kōrero ki tō rōpū mō ngā wā ngākaurua

Regular communication is important for team morale and productivity.

Follow these tips on how to have difficult conversations with your team. 

Be open and honest 

Always talk openly and honestly, keeping in mind any need for confidentiality. Be supportive. Remember everyone’s situation is different. Even when you don’t have all the answers, reassure your staff that you will have regular updates and share information as it comes to hand.

Talk about possible changes to your business 

Many businesses are having to make hard decisions about how they operate – whether it’s reducing hours, redundancies, or changing how they operate. All directly affect your employees, with the potential to affect their finances, working relationships, home life and wellbeing.

Talk with your staff about what’s happening and let them in on the behind-the-scenes operations so that restructuring and cost cuts aren’t a surprise.

• Communicate clearly and often, with information that’s simple to understand, relevant and factual.  
• Consult with your workers – it eases the stress of uncertainty and is a required part of any restructuring process or other changes to people’s employment conditions.
• Emphasize care for each other and solidarity.
• Don’t offer false hope.
• Let people know if there’s nothing new to communicate, or if you’re still working out plans.

You might be able to offer alternative benefits or make changes that help your business and your employees – for example, review and update how you handle leave, flexible working, and health and safety. 

You may also need to review and update your employment agreements. Try our online tools to build plain English policies and employment agreements.

Normalise wellbeing 

Uncertain times can make people feel unsettled or even lead to anxiety. Talk about wellbeing often, and let everyone know it’s common to feel stress, anger or anxiety sometimes.

Remind your team where to find support – for example:

• regular wellbeing check-ins with you or a trusted colleague
• advice from their union, if they belong to one
• online wellbeing and mental health resources
• free and confidential counselling services.

Put wellbeing practices into place. Ask your team what will help them find balance and boost wellbeing. You can use the Mental Health Foundation’s ‘Five Ways to Wellbeing’ as a guide:

1. Be active.
2. Give.
3. Take notice.
4. Keep learning.
5. Connect.

Make room for fresh ideas 

People don’t always agree. If you want your workers to feel valued, engaged and trusted, give them the opportunity to voice their opinions.

Listening to different ideas and viewpoints, and effectively resolving conflicts within your company, can build a strong and diverse team. This will help keep fresh ideas and creativity flowing. 

Active listening is the first step in understanding each other’s point of view, because:

• it helps with conflict resolution
• it builds trust
• it leads to empathy, rapport, and positive change within your team. 

Active listening means that you:

• allow the person to speak without interrupting, disagreeing or evaluating what they’re saying
• give the person your full attention, and let them know you’re listening by nodding or saying “Yes” or “I see”
• repeat back what they’re saying to show you’re listening
• ask open-ended questions to move the discussion forward
• identify emotions – for example: “You sound pretty hurt. I can see how it doesn’t seem fair.”

Active listening helps build the foundations of trust.