Communication is Critical in Times of Change

From My blog of HR, and technology stuff by Michael Specht comes Emails tells little of Telstra sackings. 

Times of change and transition breed anxiety.  This is no more true than in a corporate downsizing or restructuring.  Employees are directly affected, yet, for the most part, they are "on the outside", dependent on the employer for information.  Reorganizations are rarely as smooth and seamless as one would hope, but the internal (and external) process can be managed by a regular, clear and honest communication strategy. 

Employees want to know what this all means to them (personally).  Sometimes this is known, other times it is not.  But communicating at the earliest possible opportunity is critical.  By starting "right", you will get in front of the the dangerous (often inaccurate and misleading) "rumour" mill, and demonstrate that the employer is "in control" and prepared to deal with this directly.

Not only does communication allow the organization to deal with those directly impacted by the restructuring but also with the oft-forgotten "survivors". 

There are many academic studies and articles on "communication" and managing the downsizing or restructuring process.  CNN has Study: Layoff survivors' lament where the following is said:

"One thing we suggest" to corporate managements, Detampel [a senior manager at Andersen] says, "is direct and open communication with the employees. Most survivors hear about coming layoffs through rumor and word-of-mouth."

In fact, according to the new study, 47 percent of survivors said they heard about coming layoffs by rumor and word-of-mouth.

The timing of the downsizing or restructuring is, in the vast majority of cases, in the hands of the employer, rather than a third party.  That being the case, the employer will plan the restructuring and a communication strategy should be an integral and critical part of that plan. 

This is not the time for confused  or ambiguous communication replete with "vague" words, where one is left, at the end of it all, with an entirely unacceptable question - "What?".   This is the time for regular, open, candid and direct communication with employees.  Each situation is different, but in most cases, the process can be managed with great advantage to all concerned.