This morning I was reading an article by Towers Perrin called ‘Ten Tips to Help Your Employees Manage Change in Uncertain Times’ and they had a couple of great ideas that I really loved.
Of course there are the commonly articulated tips like for example, make sure you clarify your strategy and vision for dealing with the economic uncertainty as this will help you communicate the goals and priorities to employees. Communication during times of change is talked about a lot but often not done very well (see an earlier post on this).
I love the idea of setting up a web site where employees can learn what your company is doing — and what your competitors are doing — to manage the crisis. It shows huge transparency and can help employees to feel a lot less angst and even paranoia, during these change periods. In order to build trust, you need to ensure that staff have access to the knowledge it needs to deal with the current situation.
They also suggest sending a weekly e-mail update with successes and challenges. They say that employees respect when leadership is candid, and by communicating with your people, you’ll help them gain confidence in the organization’s future. What a great idea- although I’ve always been a fan of leaders who touch base with their people even if its to say ‘there is no news’.
Another good idea is to meet with groups of employees to listen to their concerns and take onboard their solutions. Some of the best ideas come from the frontline, and this is also true with organisational change. Embrace their opinions and participation, and they will feel valued by the organisation and more committed to seeing out the changes required to ensure future success.