Dear Workforce:

Our company is undertaking a major reorganization exercise that will change the job responsibilities of most employees. No layoffs are planned, but some people may be rotated and tried in different positions. As a precursor, and to overcome resistance, I want to give employees a presentation on change management. How do I address employees' concerns? How do I identify the various aspects I ought to cover?

—Upheaval, manufacturing, Karachi, Pakistan

Dear Upheaval:

Changes of any sort--even positive changes--can send ripples of fear and resistance through your company, so preparing employees for anticipated changes is very wise. As a leader in your organization, keep three key principles in mind as you intervene throughout the change:

• Show empathy for employees’ concerns.
• Communicate openly and directly.
• Involve employees in decision-making.
  

As change begins, it is important to listen to, and show empathy for, employees’ fears and concerns. It helps to confront, and openly discuss, the organizational changes and why they have occurred. Help to identify continuities that balance losses, but be careful to avoid giving “pep talks” before people are ready for them. William Bridges, author of Transitions and a noted authority on change, defines three stages of adjustment that people generally go through during a major change, such as company reorganizations. The three stages--endings, neutral and beginnings--are illustrated below:
...Read More...

Tags: Dear Workforce — Employee Retention — Employee Engagement