Pay cuts, furloughs and impending layoffs contribute to first-line supervisor stress. Here are six things managers can do to keep morale and productivity high.
First-line supervisors have a difficult job. The first-line supervisor is the first person employees approach to solve technical and social problems. During tough economic times, supervisors may be dealing with a personal pay cut or impending layoff, as well as managing employee stress. Constant stress wears away at individual employees, as well as office morale. Managers who recognize the importance of keeping first-line supervisors positive will realize the larger benefits to employee morale and productivity.
1. Acknowledge Supervisor Stress
Recognize that supervisors are people too. Good managers regularly check in with first-line supervisors about their own morale, not just to ask about how employees are doing.
2. Mentoring New Supervisors – Share Struggles and Offer Support
When mentoring newer supervisors, explain personal challenges and share stories of what has worked during previous tough economic cycles. Offer a glimpse into personal habits and share tips that work. Then offer support through employee assistance programs for supervisory counseling and stress management. Simply referring supervisors to outside resources or counseling does not have the same personal touch. During tough economic times, a personal touch makes all the difference because people place a value on caring.
3. Building a Strong Management Team – Generate Solutions Together
Much like good supervisors ask employees to develop solutions, good managers encourage supervisors to brainstorm solutions. Simply asking supervisors to go brainstorm a solution and come back with a plan may not have the intended effect when supervisors are already frustrated and low on morale. Instead, set aside specific time together once a month to generate ideas on how to increase employee motivation and morale. Consider extending the invitation to supervisors in other workgroups.
4. Motivate Supervisors With Praise
Praise helps supervisors know they are moving in the right direction and goes miles towards keeping motivation high. In a tough economy when pay is cut and morale is low, supervisors are looking for the value of the job beyond the monetary benefits. Offer verbal praise and consider giving gifts of appreciation. Don’t underestimate the power of appreciation and the positive trickle-down effect. Employees pay attention to how supervisors are treated, just as employees pay attention to how co-workers are treated by management.
5. Increase Supervisor Morale With Humor
Management can set the tone for the whole office, including supervisors. Keep the atmosphere light as much as possible, even during times of high workload. Use humor when appropriate to lighten the mood. Good moods are infectious, and will trickle down from supervisors to rank-and-file employees.
6. Reduce Stress With Offsite Meetings
Nothing recharges batteries like getting out of the stressful office environment, even if only for a lunch. Regularly get managers and supervisors together to talk about non-work items. Building relationships is always a good idea, but often overlooked. Administering or explaining pay cuts, layoffs and program reductions puts strain on managers and supervisors. Solid relationships between managers and supervisors is crucial in a tough economy. Offsite meetings can start building those solid relationships.
Recognizing signs of stress in supervisors and offering support is one of a manager’s most important jobs. During tough economic times, supervisors are faced with personal pay cuts or impending layoffs, as well as concerns of individual employees. Being a proactive manager will keep communication open and recognize and reduce stress.
Original Articles. Constant-Content.