Creating a reliable team in uncertain times demands more than bringing in intelligent individuals. It takes intentional effort around how people interact, problem-solve, and remain motivated. Almost 90% of workers in a Statista survey indicated that teamwork was important or very important to their job satisfaction. That makes internal collaboration not only about productivity — it’s directly linked to how individuals feel about remaining at the business.
Defining roles and expectations clearly is one of the most effective means of improving team functioning. When people know what they’re responsible for, they’re less likely to duplicate effort or allow things to fall through the cracks. This is especially helpful in periods of extreme stress. The Zoom blog talked about some of these issues. It reports that office workers already devoting an estimated 42% of their time to working with others, unclear boundaries can cause frustration and drag.
“Have you ever felt like a project at work was more akin to scaling Mount Everest solo than training with friends for a collaborative climb? Deadlines loom, information seems scattered across the team, and frustration hangs heavy in the air. Unfortunately, this scenario isn’t uncommon. Seven out of 10 workers have wasted time at work due to communication problems,” the authors write.
Open communication and regular meetings ensure that teams function smoothly. But more than that, they allow space for people to vent out concerns before they become significant issues. Gallup’s survey showed only 32% of U.S. employees were actively engaged in 2022. That percentage translates to a lot of employees showing up to work without being entirely engaged in their job or goals.
Another factor to keep in mind is the overall mood outside the office. CNBC author Jesse Pound reports that the consumer sentiment index recently dipped to 50.8, just above its historic low. People catch these cues and bring financial along with emotional stress with them to the workplace. Leaders who understand this are better able to assist their teams through flexibility, realistic expectations, and priorities.
“U.S. consumers are becoming increasingly worried that tariffs will lead to higher inflation, according to a University of Michigan survey released Friday. The index of consumer sentiment dropped to 50.8, down from 52.2 in April, in the preliminary reading for May. That is the second-lowest reading on record, behind June 2022. The outlook for price changes also moved in the wrong direction. Year-ahead inflation expectations rose to 7.3% from 6.5% last month, while long-term inflation expectations ticked up to 4.6% from 4.4%. However, the majority of the survey was completed before the U.S. and China announced a 90-day pause on most tariffs between the two countries. The trade situation appears to be a key factor weighing on consumer sentiment,” Pound writes.
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Praising small wins can also go a long way. In challenging times, successes — even little ones — build momentum. Praise need not be expensive. A pat on the back during a meeting or even an email can keep individuals moving forward, even when external pressures appear overwhelming.
Lastly, trust remains the foundation of high-performing teams. Absent that, even the most skilled group can self-destruct under pressure. Such trust is built on consistency, fairness, and listening. When people feel they’re being heard and respected, they’re more likely to support each other and stay committed, no matter what the market does.
Uncertainty is a constant in business. Economic downturns, industry disruptions, and internal changes, such as leadership transitions, mergers, or even an office relocation, can create instability within a team. But while uncertainty is inevitable, dysfunction doesn’t have to be. Strong leaders understand that resilience is the key to keeping employees motivated, engaged, and productive, even in challenging times.
A resilient team doesn’t just survive change; it adapts, innovates, and emerges stronger. By fostering adaptability, trust, and a supportive workplace culture, leaders can help their teams navigate uncertainty with confidence. Here’s how.
1. Prioritize Transparent Communication
When uncertainty arises, employees want clarity, not silence. Many organizations fall into the trap of withholding information, fearing it will cause panic. In reality, a lack of communication fuels more anxiety and speculation.
Great leaders are upfront about challenges and provide context for key decisions. Whether it’s a shift in company direction, an upcoming merger, or an office relocation, employees appreciate leaders who communicate openly and provide clarity on what’s ahead. Regular town halls, open Q&A sessions, and internal newsletters can help ensure that employees feel informed and involved rather than blindsided.
2. Empower Employees with Autonomy
Micromanagement kills resilience. When employees feel powerless in uncertain situations, stress levels rise, and engagement drops. However, giving people more control over their work fosters adaptability and problem-solving.
Leaders can build resilience by:
- Encouraging employees to take ownership of projects.
- Allowing flexible work arrangements to accommodate changing circumstances.
- Seeking employee input on key decisions that affect their work environment.
For instance, during an office relocation, companies that involve employees in decisions, such as choosing workspace features or offering flexible transition plans, often see higher morale and smoother adjustments.
3. Strengthen Company Culture
A strong, supportive company culture acts as a safety net during turbulent times. When employees trust their organization and colleagues, they are more likely to navigate uncertainty with confidence.
Culture isn’t built overnight, but leaders can reinforce it by:
- Encouraging team collaboration. Teams with strong social connections are more resilient than those with weak relationships.
- Recognizing and rewarding efforts. A simple “thank you” or public acknowledgment can boost morale and remind employees that their contributions matter.
- Promoting psychological safety. Employees should feel comfortable voicing concerns, asking questions, and proposing ideas without fear of criticism.
Companies with a well-established culture of trust and support find it easier to maintain stability, even when external circumstances are uncertain.
4. Provide the Right Tools & Resources
Resilience isn’t just a mindset—it’s also about having the right support systems in place. Companies that invest in tools, training, and well-being resources help their teams stay focused and productive during times of change.
Some essential resources include:
- Technology & training. Providing employees with the latest tools and training ensures they can adapt to new challenges efficiently.
- Mental health support. Offering access to mental health programs can help employees manage stress more effectively.
- Professional development. Employees who see opportunities for growth are more likely to remain engaged, even in uncertain environments.
Organizations prioritizing these resources create a workforce better equipped to handle disruption without losing momentum.
5. Lead by Example
Resilient leaders build resilient teams. Employees look to leadership for cues on how to react to uncertainty. If leaders remain calm, solutions-oriented, and adaptable, their teams will follow suit.
Modeling resilience means:
- Embracing a growth mindset. Leaders who see challenges as opportunities to learn and improve inspire their teams to do the same.
- Staying visible and engaged. Employees feel more secure when leaders are present, accessible, and proactive.
- Practicing self-care. Burnout at the leadership level trickles down. Prioritizing well-being sets a positive example for employees to do the same.
As businesses face ongoing changes, leaders who demonstrate confidence and adaptability create teams that are prepared for uncertainty and thrive in it.
Times of Change: Catalysts for Team Resilience
Resilience is the key to long-term success in an unpredictable business landscape. Teams that communicate openly, have a sense of autonomy, trust their leadership, and have access to the right resources are better equipped to handle change. Whether navigating an economic downturn, a leadership transition, or an office relocation, the best leaders take proactive steps to strengthen resilience at every level.
By fostering a culture of adaptability and trust, organizations can ensure that their teams remain engaged, productive, and ready for whatever challenges lie ahead.