In this tough economic climate, it can be difficult to motivate your employees. They are anxious about losing their jobs, and this anxiety drains the focus and drive that you need for your company’s success.
In order to promote productivity, you need to help your employees figure out what to focus on and what actions to take. In my work, I’ve found that four powerful feelings help employees move from anxiety to action. These feelings include a sense of:
* Control
* Optimism
* Purpose
* Engagement
Here are tips for helping employees move from anxiety to COPE feelings.
1. Control
One of the reasons that the current situation is so frightening to so many people is because it feels as if our economic well-being is out of our control. As human beings, we don’t like it when we aren’t in control. Employees can better deal with the uncertainty if their managers help them regain the feeling of control.
Although the economic problems are worrying, there is no real point in worrying about something we cannot control. By getting your employees to focus on customer
service and productivity, you can allow them to regain a sense of control.
You, as a leader, may have to give up some of your control so that your employees can feel properly engaged with the decisions that affect their lives. If you give the impression that “you know best”, you will only foster mistrust and disengagement among your employees. It is critical that your employees are fully involved where they can make a difference.
2. Optimism
Leadership examples from throughout history demonstrate the power of optimism in rallying troops, reinventing and reinvigorating failing companies, and transforming entire nations.
To get the best out of your employees, you need them to be in a positive mindset, and it’s your job as a leader to inspire them. Research has shown that positive emotions like hope and optimism encourage creativity and innovation among your workforce, and these are exactly the qualities you need to build to cope with the downturn as best you can. If your employees approach problems with a “can-do” attitude, they are much more likely to find the solutions that your business needs.
3. Purpose
When people are working on the tactical details of day-to-day operations it’s easy to become myopic and stressed about the short-term. Find ways to keep your staff reminded of the reasons and purpose for their work and the organization they work for. Even hearing a simple reminder that their work matters will invigorate them to up their performance level and take action.
Jim Owens, Senior Vice President for North America operations of H.B. Fuller, stresses that the leader’s job is to put a positive path forward and to be clear about what targets people, and the organization as a whole, need to hit. He says, “Don’t leave it up to people to translate and fill in the gaps on their own.”
4. Engagement
The final element of the COPE model is engagement. Employees who are engaged know and care about how the company is performing and its goals for the future. They also feel that they have meaningful ways to contribute.
Engagement means actively involving your employees in looking for solutions. When there is a problem in the company, give your staff the chance to participate in the brain-storming and problem solving sessions. This will give them a greater sense of control, but will also bring all team members together and provide a larger pool of possible solutions for your organization!
Denver–based Sashco Sealants recently invited employees to submit cost-savings suggestions. They received dozens of ideas, which they shared weekly with the team leaders of each function within the company. Senior management encouraged the team leaders to take the ideas to their team to implement and report back the results. Significant savings within the company have already been achieved.
In summary, by following the COPE model, you can use positive, proactive leadership to get the best out of your employees, and to create a great workplace environment that breeds innovation, focus and productivity.
Wendy”>http://www.WendyMack.com”>Wendy Mack is a professional advisor, trainer, and author with a focus in leading
and communicating change. Contact Wendy at, or Download her free e-book, Transforming Anxiety into Energy at