Change is not always straightforward in the workplace. Communication is essential for sustaining positive connections with workers.
Companies nowadays face tough choices and unexpected changes due to the fast-paced nature of the corporate world. Especially when it comes to their employees. Even areas long assumed to be very profitable, such as the technology industry, are not immune to this. Recent UKTN research indicated that more than half of IT professionals in the UK are prepared for layoffs as the sector experiences a worldwide slowdown.
With all of the concern around layoffs, it is more crucial than ever for businesses to comfort their workers and provide a feeling of stability in their existing positions. If changes are necessary, they should be conveyed openly and honestly in order to retain faith in the firm. If this is not the case, morale may deteriorate, and production may plummet.
But how do you go about conveying a change in the most effective and open manner? Following these techniques can help you convey changes successfully with your workers.
Be honest and transparent
When discussing any kind of change, including layoffs, use plain language. If you use sophisticated lingo or attempt to twist your message, your workers may get confused. Alternatively, it may seem like you are attempting to conceal something. Trust your staff with the truth, and don’t attempt to cushion any blows.
For example, if your organization intends to combine, describe the rationale behind the choice. Be open about the firm’s financial status and how the merger will benefit the company.
If there are substantial changes in the industry in which your firm works, consider holding a debriefing with your staff to discuss the implications of these developments. This could help them understand your company’s position in the face of uncertainty.
If your workers are concerned about layoffs, you may alleviate their fears by clearly articulating what the organization is doing to prevent them. Tell your staff what you’re doing to help them maintain their jobs, whether it’s examining your expenditure in other areas, launching a cross-training program, adopting remote work, or putting increases on hold.
Be Empathetic When Communicating Changes
Losing a job is a stressful and worrisome situation for most individuals, so keep this in mind when explaining layoffs.
Empathically communicate layoffs by acknowledging your employees’ feelings. Please acknowledge their feelings and listen to their concerns.
Avoid being dismissive or inconsiderate. The worst thing you can do is hurry your layoff announcement because you’re too busy or short on time. Throughout this process, treat your employee with respect and show thanks for their contributions to the organization.
Providing assistance as they go ahead. Whether that assistance is in the form of information on job placement services, a suggestion for a counseling service, or a fantastic reference letter for future job applications, it will significantly illustrate to your employee that you value their well-being.
At the end of the day, you must provide your staff with the respect and civility they deserve. They are more than just numbers; they will have questions about the process and the future.
Communicate the details
Do not just say, “We’ll have to let you go.” Rather, provide you personnel with as much information about the problem as is feasible.
The details should contain information regarding the criteria you used to determine who was going to be laid off. Was the choice made on merit, or was it more of a last-in, first-out approach? This will let your staff realize that your choice was fair and equal. Providing specifics may help assure compliance from your laid-off employees, who may have otherwise felt shortchanged.
Providing facts during layoffs ensures a smoother transition for everyone engaged in the firm. This is particularly crucial for your remaining employees, who might have been uncertain about their fate.
Use many communication channels
During times of transition, your first goal should be to minimize miscommunication and misconceptions. Communicating freely and honestly with your staff via numerous channels is one method to do this.
Make sure to connect with your staff using channels that they can access, whether it’s a company-wide statement, an in-person meeting, email, or another channel.
Utilizing various communication channels guarantees the reinforcement of the message. It also has the advantage of enabling you to share information in a timely and efficient way, which are essential for dealing with stressful circumstances.
Fill in the gaps
If you’ve had to lay off employees, you may have let go individuals who formerly held critical positions in your organization. For example, you may have had professional safety officers, first aiders, or someone who understood how to use certain software. Now, these voids must be filled, and those left behind may be unsure who will take up their duties.
Once again, honesty is essential. You will need to discuss the next steps and resolve any skill shortages. This might include delivering an upskilling program, sending employees for first aid training, or giving in-house support with learning how to utilize certain platforms or technologies.
If your staff understands what to anticipate, they can plan to learn the essential skills and go ahead.
Prepare With A Plan
Employee layoffs might cause anxiety and survivors’s guilt among those who stay on board. According to research, 74% of workers who survived a layoff saw a decrease in productivity, while 69% reported a fall in job quality. 61% of the remaining workers said they no longer regarded their company’s future as positive. Furthermore, many workers feared how the firm would go without individuals who had been laid off and questioned their position within the organization.
Employees with friendly and open bosses, on the other hand, reported being more than 70% less likely to be unproductive. They were also 65% less likely to observe a drop in the quality of their work. This demonstrates why effective communication is essential for success.
That is why having a strategy in place to properly communicate corporate changes is critical—not just for individuals who may be laid off, but also for those who stay.
Be honest and transparent
When discussing any kind of change, including layoffs, use plain language. If you use sophisticated lingo or attempt to twist your message, your workers may get confused. Alternatively, it may seem like you are attempting to conceal something. Trust your staff with the truth, and don’t attempt to cushion any blows.
For example, if your organization intends to combine, describe the rationale behind the choice. Be open about the firm’s financial status and how the merger will benefit the company.
If there are substantial changes in the industry in which your firm works, consider holding a debriefing with your staff to discuss the implications of these developments. This might assist them in comprehending your company’s position in the face of uncertainty.
If your workers are concerned about layoffs, you may alleviate their fears by clearly articulating what the organization is doing to prevent them. Tell your staff what you’re doing to assist them in maintaining their jobs, whether it’s by examining your expenditure in other areas, launching a cross-training program, adopting remote work, or putting increases on hold.
Conclusion
When making changes at work, it’s important to communicate well. Organizations may create a constructive and creative atmosphere even in the face of change by implementing the ideas presented in this article. The key to establishing trust and understanding among workers is to communicate openly and honestly, listen attentively, and provide information in a clear and simple manner. Employees can adjust to changes and feel appreciated when you provide them chances to provide feedback and assistance. Organizations may overcome the obstacles to change, boost employee engagement, and reduce resistance if they put an emphasis on good communication.
