Resource constraints affect how we plan, collaborate, and deliver services across UCLA. While Part 1 outlined operational approaches for prioritizing work and maximizing impact, effective communication and interpersonal support are equally essential. How we engage with colleagues during periods of change directly influences productivity, trust, and campus cohesion.

The guidance below highlights practical ways all employees, regardless of role, can contribute to a stable and supportive work environment when circumstances are uncertain.

Communicating Clearly and Calmly

Transparent communication helps teams stay aligned and ensures that decisions are understood within their broader context. During periods of limited resources, clarity becomes even more important.

• Share information consistently. Regular updates help prevent confusion and reduce speculation.
• Provide context for decisions. When colleagues understand the rationale behind changes, expectations are easier to manage.
• Focus on facts and next steps. Use clear, direct language that reinforces stability and purpose.
• Acknowledge what is still evolving. It is appropriate to note when details are pending, while emphasizing what is known.

Clear, measured communication supports collaboration and helps maintain confidence across teams.

Maintaining Morale and Trust

Constraints often require teams to adjust workflows or shift priorities. How we navigate these transitions influences team cohesion and overall morale.

• Align on priorities. Clarifying essential tasks helps employees focus their time and attention where it will have the greatest impact.
• Recognize progress. Acknowledging work, whether individual or collective, reinforces a sense of shared accomplishment.
• Invite input. Employees closest to the work often identify opportunities to streamline procedures or eliminate low-value steps.
• Support reasonable workloads. Awareness of colleagues’ capacity strengthens trust and contributes to a sustainable working pace.

A positive and collaborative environment enables teams to continue delivering high-quality service even when resources are constrained.

Supporting Teams Through Transitions

When staffing levels change or responsibilities shift, teams benefit from clear guidance and thoughtful coordination.

• Address changes directly. Acknowledge transitions within organizational guidelines. Even when details cannot be shared, recognizing that change is occurring helps maintain clarity, trust, and transparency while reducing team uncertainty. Focus on emphasizing support and next steps.
• Clarify responsibilities. Clearly defined roles reduce uncertainty and support continuity of operations.
• Coordinate workload distribution. Sharing responsibilities and cross-training can enhance efficiency and build resilience.
• Maintain connection. Regular check-ins, team meetings, and shared communication channels help preserve continuity and a sense of community.

Effective transition support ensures that teams remain stable, informed, and prepared to adjust to new demands.

Sustaining Personal Effectiveness

Each employee contributes to UCLA’s success, and maintaining personal well-being is part of sustaining effective operations.

• Set realistic expectations. Focus on high-impact goals and seek clarification when priorities shift.
• Use available resources. Campus tools, professional development, and peer networks can support efficiency and learning.
• Share challenges early. Raising concerns in a timely manner allows teams to adjust plans and provide assistance.
• Pause to reflect. Brief check-ins with oneself about workload, process, and progress can enhance clarity and decision-making.

Supporting personal effectiveness helps ensure that individuals can contribute steadily and sustainably over time. For more information, refer back to our Monthly Management Tips on Leader Resilience and Optimism During Challenging Times.

Moving Forward Together

Periods of uncertainty require renewed focus, thoughtful communication, and shared responsibility. By approaching challenges with clarity, collaboration, and awareness of our collective capacity, we strengthen our ability to deliver essential services and uphold UCLA’s mission.

Doing less with less is not about lowering standards, it is about aligning our efforts with what matters most and supporting one another as we move forward.

Resources

• Campus Human Resources (CHR) – Learning & Organizational Development – Training, workshops, supervisory & career-development offerings
• UC Learning Center (LMS) – Mandatory and elective online training, skill-building, and certificate programs
• CHR – Staff Enrichment Program (SEP) / Professional Development Program (PDP) – Career growth and leadership development for UCLA staff
• CHR – Staff & Faculty Counseling Center (SFCC) / Employee Assistance Program – Confidential counseling, support, and wellness services for staff, faculty, and their families
• SFCC – Counseling, Consultation & Management Coaching Services – Counseling, referrals, and department-level support for workplace well-being
• CHR – Organizational Development Services – Departmental consultation, change management, team-building, and workload/process review support
• Remote Work / Telework Guidance – UCLA remote-work policies, FlexWork agreements, and remote-work resources for staff and supervisors
• Free Management Library – Leadership & Communication Resources
• Prosci – Free Change Management Tools & Guides
• Center for Creative Leadership (CCL) – Leading Effectively Articles

Interested in reviewing prior months’ topics? Visit our Monthly Management Tips website.

Do you have feedback, questions or a suggested topic you would like to learn more about? Please email: managementtips@ucla.edu.

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