In the current climate of Higher Education, many professionals, such as academics, researchers, and support staff, are navigating significant change.
Whether it’s restructuring, funding pressures, or shifting institutional priorities, uncertainty can understandably affect morale and motivation across teams. Keeping your team motivated requires expert leadership.
But even in the most challenging times, it’s possible to maintain a motivated and focused team. Here are several key strategies that leaders at all levels can adopt to keep their teams engaged, supported and productive.
Be open and honest
Transparency builds trust. While it may be tempting to shield your team from difficult news, sharing information honestly (even when it’s incomplete) helps reduce speculation and anxiety. Acknowledge the challenges you’re facing, outline what you do and don’t know, and explain how decisions are being made.
Regular, clear communication, whether via email updates, team meetings, or 1-2-1s, can go a long way in helping people feel informed and included, even though it may be stressful depending on the parameters, pressures of workload and deadlines. Lastly, please be mindful when communicating with staff, key stakeholders (internal and external), as everyone is dealing with the consequences of the climate we are in.
Offer reassurance where you can
In times of change, it’s important to remind your team of what isn’t changing. Reaffirm your values, mission, and the team’s collective purpose. Providing stability through these constants can boost morale and echo your team’s motivation.
Even small reassurances, acknowledging a job well done or recognising resilience, can have a lasting positive impact and show appreciation for your staff and their contributions.
Involve your team in problem-solving
When uncertainty hits, some team members may feel powerless. Giving them a voice in decision-making or inviting input on how to manage new challenges helps boost ownership and engagement.
This might mean collaboration on priorities, co-buddy projects, cross-function partnerships with other departments or teams, brainstorming workflow improvements, or simply asking, “What do you need to feel supported right now?”
Be clear about institutional, departmental and individual goals and expectations
Uncertainty can lead to confusion, significantly affect team morale and subsequently reduce productivity. Be clear about short-term objectives and any shifts in roles, responsibilities, or timelines. Clear expectations reduce ambiguity and help team members focus on what’s within their control with their tasks.
When possible, redefine goals with your team so they feel meaningful and achievable. This can involve adjusting the scope of a project, breaking down larger tasks into much smaller and manageable steps, and exploring alternative paths to reach the desired outcome.
Encourage open communication and feedback, creating a safe space for team members to express their concerns and offer suggestions. By demonstrating empathy and understanding, leaders can build trust on strengthening team bonds, particularly in challenging times.
5. Prioritise wellbeing
High workloads and ongoing change can lead to burnout. Demonstrate that you care about your team as people, not just productivity metrics. Encourage breaks, offer flexibility, and signpost support services.
Sometimes, motivation comes from feeling safe, respected, and able to rest when needed. Try not applying the ‘pushing through’ rhetoric, it is somewhat tiring and doesn’t spread a vitalised narrative. You can share wellbeing resources, review and introduce wellbeing-focused procedures, i.e. promoting physical and mental health initiatives, cultivating a positive and inclusive culture, regular breaks and promoting the right to disconnect. Here is a comprehensive report from Education Support in collaboration with the UCU.
By addressing these key areas, you can create a more supportive and sustainable work environment.
Celebrate progress… even the small wins
Recognising and appreciating progress, no matter how small, can be a powerful motivator. Whether it’s completing a grant application, dealing with student issues (pastoral care), assessment procedures, solving a logistical issue, or simply surviving a tough week, celebrating these moments creates a sense of forward motion and collective achievement.
There are various ways to celebrate, such as a ‘thank you’ note, a shout-out in a team meeting or even a small social gathering. Consider creating a dedicated ‘small wins’ board to recognise all achievements.
Final thoughts
Keeping your team motivated in challenging times requires a balance of empathy, communication, and strategic clarity. As a leader, your tone and approach can set the standard for how others respond to uncertainty. By focusing on honesty, collaboration, and well-being, you can help your team not only cope, but grow stronger together.
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