Supporting Your Team During Tough Times
Bernadette Hill
March 21, 2025
Hard times happen. Whether it’s a global or national crisis, workplace challenges, or personal struggles, your employees are feeling it. And when stress levels rise, how leadership responds makes all the difference.
The good news? You don’t need all the answers—you just need to show up for your team in the right way. Clear communication, genuine support, and a little flexibility can go a long way in keeping morale up and productivity steady.
Here’s how you can steer the ship through choppy waters to eventual smoother sailing.
Keep It Real with Communication
- Be upfront—let your team know what’s going on, whether it’s a big crisis or a smaller challenge. A lack of transparency fuels anxiety, rumors and increases employee turnover.
- Keep everyone in the loop with regular updates so they know leadership has a plan.
- Listen! Make sure employees feel heard and that their concerns matter. Consider Q&A sessions during company meetings, encourage participation in employee surveys and support management to have one-on-one lunches with their direct reports.
Take Care of Their Well-being
- Implement or beef up your company’s mental health resources, like counseling or wellness programs, to help manage stress.
- Encourage a healthy work-life balance—remind people to take breaks!
- Show empathy—let employees know you genuinely care about them as people, not just workers.
Be Flexible & Adaptable
- If possible, allow flexible work hours or remote work to help employees juggle personal challenges.
- Recognize that everyone’s situation is different—some may need adjusted workloads or extra time off.
Show Appreciation
- Celebrate small wins! Even in tough times, recognizing achievements keeps morale up.
- Give public shout-outs—sometimes, a simple “thank you” goes a long way.
- Consider small rewards (bonuses, gift cards, or extra time off) to show you value their hard work.
The bottom line? Open communication, empathy, flexibility, and appreciation go a long way in keeping your team motivated and supported.
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Talent Tap Trends & Insights | Lancaster, PA
The Future of Work is Owned – Literally. The way people think about work is changing fast. Today’s workforce—especially Gen Z—want more than a paycheck. They’re looking for purpose, stability, and a real stake in what they help build. That shift is pushing more small and midsize businesses (SMBs) to rethink how ownership works. Employee ownership is emerging as a practical way to improve retention, engagement, and long-term performance—without adding unnecessary complexity. Tim Garbinsky , Communications Director at the National Center for Employee Ownership, has seen how powerful this can be. When employees understand how their work directly impacts the value of the business, ownership stops being a “culture initiative” and becomes part of everyday decision-making. So, what does employee ownership look like for SMBs? Employee Stock Ownership Plans (ESOPs) offer tax advantages and are often used by owners planning an eventual exit. Employee Ownership Trusts (EOTs) provide long-term stability with simpler administration. Direct employee ownership is flexible, cost-effective, and easier to roll out than many owners expect. Worker cooperatives emphasize shared ownership and democratic governance. Profit-sharing and equity compensation align incentives without shifting control. Tandem Business Center for Shared Success helps companies explore direct ownership models. According to Executive Director Drew Mousetis , about 40% of the businesses Tandem initially meet with, ultimately move forward—often starting with gradual employee education around stock ownership, financials, and valuation. Employee ownership tends to work best for businesses that are thinking about succession, want to compete for talent without raising payroll, and care deeply about culture and continuity. As Garbinsky notes, employees value transparency and stability far more than many leaders realize—especially during uncertain times. The takeaway: Employee ownership is not just a perk. It’s a strategic way to strengthen your business, reward your people, and plan for the future.
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