Listening well is critical to good change. Major change needs a steam control valve. When people can vent about their fears, concerns and frustrations, it serves the same purpose as.
Beware the Black Hole of Communications – middle managers. Messages need to begin with the CEO, but the more detailed explanations of how “my job will be impacted” must come from managers..
Continue to drill down on details. Answering that all-important question, “What does this change mean to me,” may not be possible when the change is first announced. Even so, employees.
Replace Damaging Gossip with “Good” Gossip. In every company there are opinion leaders who other employees trust for gossip. These grassroots opinion leaders serve as important communications vehicles, reaching those.
Reality Check for Leaders: Isolation. Group think. These are two ways leaders—and their organizations—can falter. There are precious few chances to get honest, constructive feedback. Seeking out a fresh perspective.
STEP #2: Combat Uncertainty with Consistent Communication. Employees must first be aware of the change and then understand what the change will mean to them before they can move on to.
Trust Me! If you just smirked, you’re not alone. Studies show most of us are not very trusting, and for good reason. In fact, a viable market niche, these days,.
Fear + Silence = Angry Employees. You’ve hammered out the details, gotten board approval and told the employees about the Big Change (i.e. merger, new software, department consolidation, etc.). It’s.