Article written by Kelly Ouellet | Organizational Psychologist and Accredited Mediator, Organizational Health Consultant
Motivation and Resilience: A Delicate Balance in Times of Crisis
Difficult times, whether caused by an economic downturn, restructuring, a heavy workload, or major unforeseen events, put teams’ resilience and commitment to the test.
In these situations, motivation can easily wane if it is not actively nurtured. Maintaining motivation is not just about sustaining productivity; it is also about protecting team cohesion, psychological well-being, and the capacity for collective innovation.
Understanding the Basics of Motivation at Work
Motivation is driven by a combination of internal and external factors. The literature in management and organizational psychology shows that a stimulating work environment, clear objectives, and inspiring leadership are key factors.
As Forest, Van den Broeck, Van Coillie, and Mueller (2022) point out, drawing on self-determination theory, certain conditions are particularly conducive to sustaining motivation: allowing people to feel autonomy in their choices, to develop their competence, and to foster meaningful connections with their colleagues. When these needs are supported, they contribute to a more sustainable form of motivation than the mere pursuit of rewards.
Decision-making autonomy
Skills Development
Meaningful Social Connections
The Impact of Difficult Times on Employee Engagement
Periods of uncertainty can undermine a sense of control and psychological security (Edmondson, 1999). The associated stress and emotional strain can reduce self-confidence, cloud one’s view of goals, and lead to a retreat into defensive behaviors.
On a collective level, collaboration can weaken and communication can become more fragmented. At times like these, gestures of recognition, support, and clarity become even more crucial.
Practical Steps to Boost Team Motivation
Managers and HR teams have several tools at their disposal to foster engagement. Open and regular communication, even when not all answers are available, reduces uncertainty and builds trust. Recognizing effort, not just results, helps maintain a sense of competence and value.
Giving employees flexibility, for example, in how they organize their tasks, meets the need for autonomy described by Forest et al. (2022) and fosters active engagement. Offering challenging yet achievable goals maintains motivation and gives meaning to work, even during turbulent times. Finally, investing in professional development, whether through training, special projects, or mentoring, sends a clear message: the organization believes in its talent and is preparing for the future.
Communicate openly and regularly
Recognize both the efforts and the results
Provide flexibility
Offer challenging yet achievable goals
Invest in Skills Development
The Role of the Work Environment and Psychological Safety
A positive and supportive work environment is a powerful catalyst for motivation. Teams where psychological safety prevails, which means people feel free to speak up without fear of being judged or punished, are more likely to innovate and collaborate effectively (Edmondson, 1999).
To foster this environment, managers can encourage open communication, listen actively, and recognize individual and collective contributions.
For organizations seeking greater clarity, an organizational climate assessment can help provide a clearer picture of the team’s current state and guide the actions that should be prioritized to strengthen this sense of security.
Why seek an outside perspective?
In certain situations, the involvement of a neutral third party, such as a consultant, coach, or mediator, can provide valuable insight. These professionals can facilitate dialogue, help clarify priorities, and suggest appropriate strategies to re-engage the team. Team coaching, for example, can draw on certain principles of self-determination theory to rekindle a sense of autonomy, competence, and social connection, while realigning goals with a shared vision.
Brio EAP offers conflict management services, such as facilitation, conciliation, and mediation, to help cultivate harmony within teams.
Toward a More Resilient and Motivated Team
Maintaining motivation within a team during difficult times requires attentive leadership and targeted actions. By combining clear communication, regular recognition, opportunities for growth, and a climate of trust, it is possible to maintain engagement and even strengthen team cohesion.
As Jacques Forest points out, motivation isn’t something that’s “given”: it emerges when the conditions are right for everyone to contribute fully, feel competent, and build meaningful relationships.
References
Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227–268. https://doi.org/10.1207/S15327965PLI1104_01
Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350–383. https://doi.org/10.2307/2666999
Forest, J., Van den Broeck, A., Van Coillie, H., & Mueller, M. B. (2022). Unlocking Motivation: With Self-Determination Theory. Editorial.