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.
Rice Manufacturers in India | Shree Krishna Exports
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?
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.
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.