|
|
Maintaining Great Employee Communication in Tough Financial Times
While businesses are struggling to survive in a turbulent economy, it is very easy to avoid communicating with employees. However, this neglect can have a number of consequences. When ignored, tension among employees will decrease employee output and can affect profits through sickness brought on by stress, missed work days and lower levels of commitment and dedication to the company.
Here are five tips for communicating effectively in turbulent times.
#1: Dont Hide the C-Level
As a general rule, senior leader visibility and accessibility need to increase in proportion to the number of unknowns in an organization. Instead of waiting to hold town hall meetings until all of the details have been worked out, communicate frequently when options are being weighed and decisions are being made.
#2: Eliminate the Strain of Silence
Sadly, many company owners and senior management are hesitant to meet with employees through town hall or virtual meetings when the future is uncertain. It is difficult when they have little of certainty to say and are confused themselves as to the final impact of, or best solution for a problem. It is easy to avoid the situation and wait to talk to employees until more is known.
Unfortunately, silence only leads to rumors. If concerns and rumors are left unaddressed, momentum builds and leads to distrust. For employees to trust their management teams, leaders need to communicate openly and honestly about whats happening.
#3: Recognize the Tension
If you arent sure as to what you will do in a situation, share the options and possible courses of action you will take. TJ and Sandar Larkin, communication experts, indicate that employees lost trust in senior management not because they are hearing about difficult situations from them, but because they are hearing little or nothing at all.
William Bridges, who is an organizational transitions expert, agrees with this theory. He has found that employees prefer their management to admit that they dont know what they are going to do about a situation, but that they will let them know, rather than stay silent and leave the employees to wonder.
#4: Convey Realistic Optimism
The bankruptcy of Lehman Brothers last fall caused stress and anxiety in financial industry employees regardless of their employer. The President of the Navy Federal Credit Union in Vienna, Va. recognized this concern among his employees and sent them a letter immediately. The letter reminded employees that the credit union operated very conservatively, and had never participated in the types of lending practices that got Lehman Brothers in trouble. However, the president did acknowledge that in uncertain times, it would be foolish not to admit that the credit union stood some possibility of risk due to the financial crisis.
This blend of realistic optimism is something that leaders should strive for. Employees dont want the truth to be sugar-coated. Communication expert Robert Holland urges leaders to consider a message like: I know the financial crisis has touched each one of you in very personal ways. These are troubling times, but let me tell you what our company is doing to weather the storm.
#5: Keep in Touch with Remote Employees
It is easy for employees in the field and operating in remote locations to feel neglected and fearful as to their future. One Denver director of a company based on the West Coast which is in the middle of a large restructure has implemented the following plan for getting information out to these folks:
1. A short staff meeting first thing Monday Morning in order to ensure that every one is up to date on any news or decisions that took place over the last week.
2. conduct a more structured all-hands meeting half way through the week, with an agenda including addressing those rumors going around the organization and sharing what is known and not known by senior management.
3. An end of week email to all staff summarizing what has transpired over the week with respect to the reorganization.
What makes a plan like this so appealing is that it is open and consistent. Employees are confident that they are being kept in the loop and are able to express their concerns. Some much needed laughs result from sharing the rumors circulating. The entire team feels supported and connected to each other.
However they ultimately choose to do it, successful senior management will take the time to recognize their employees anxiety and be open to honest two way communication. Successful leaders know that when tension is at its highest, good communication is a must for a smooth running organization.
About the Author Wendy Mack is a experienced advisor, trainer, and author with an emphasis in directing and communicating change. Get her free e-book, Transforming Anxiety into Energy at www.WendyMack.com.
|
 |
Please Rate: |
|
Rating: |
 Processing ... |
(Average: Not rated) |
| Views: | 27 | |
|
| More Articles from Leadership | | |
| Top Articles in Leadership | | |
|
