3 tips to help keep your team engaged when the landscape keeps shifting

3 tips to help keep your team engaged when the landscape keeps shifting

By Angela Splinter, CEO, Trucking HR Canada

These days, it’s hard to know what to expect beyond the unexpected. Uncertainty is the new normal.

Just as freight conditions appear to be improving, rising trade tensions and political shifts are shaking things up again. Canada-U.S. trade relations remain uncertain, and the trucking and logistics sector faces disruption.

Rough roads — and unexpected detours — lie ahead.

For employees, uncertainty, economic instability, job security worries, and rising costs can take a toll. As a leader, you may not have all the answers, but you can take action to support your team, keep morale up, and drive productivity forward.

Here are 3 actions to help you get started:

1. Communication is key

Challenging times present an opportunity to support staff, build trust, and enhance your corporate reputation. The best way to do all that? Communicate.

Workplace research consistently shows a gap between the level of communication employees need from leadership during tough times and what leaders actually provide.

The more you share, the better you can prevent anxiety, rumours, and misinformation.

These are uncertain times for everyone – including leaders. Acknowledge uncertainty, show genuine concern, and reinforce respect in your workplace. It’s okay to say you are monitoring developments and discussing contingencies. Transparency and authenticity fosters trust.

Think back to how you led your team through COVID – what worked and what didn’t?

We saw leading companies communicate regularly and clearly with employees through channels they actively use. Consider delivering a regular update from leadership, and ensure team members know where to turn with questions.

2. Manage negativity

Negativity in the workplace can hurt productivity, decrease employee engagement, and increase turnover rates — all of which impact business success. Employees may feel anxious or cynical for reasons that go beyond work, but as a leader, you can create an environment that helps manage negativity effectively.

Unaddressed concerns can escalate. Take time during team meetings to build morale and provide clarity. If a specific employee seems particularly concerned, schedule a one-on-one conversation to listen and help find solutions.

3. Wellness builds resilience

Supporting workplace wellness helps employees feel their best — physically, mentally, socially, and financially. When people feel better, they work better too. Work with HR staff to develop and maintain wellness initiatives that promote resilience. Some examples include:

  • Conduct regular check-ins with team members
  • Encourage informal team conversations to build rapport
  • Promote work-life balance to prevent burnout
  • Remind employees how to access the Employee Assistance Program (EAP)
  • Recognize individual contributions to reinforce a sense of belonging
  • Foster a safe, inclusive workplace where employees can be authentic
  • Practice empathy and be an open, available listener

Finally, model the behaviours you encourage. Talk about how you manage stress and maintain balance, so your team sees that self-care is valued. When you take care of your own well-being, you’re better equipped to lead your team through uncertainty with confidence and resilience.

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