In Times of Change, Lead with Considerate and Compassionate Communications
In an environment that’s rife with financial and political pressures, organizations are undergoing rapid transformation and facing unprecedented challenges.
Amid all this change, job insecurity is a legitimate fear for many employees. It’s a tough reality, but as changes take hold, organizations must often make the difficult choice to downsize their workforces. Communicating this sort of news is never easy, but managers and HR departments can take steps to mitigate the fallout—and those steps start with prioritizing considerate and compassionate communications.
According to career development and outplacement specialist INTOO, communications that take a softer, human-focused approach can help calm employees’ anxieties and provide essential resources for those who are displaced by change.
Empathy Is More Important Than Ever
How can you help your organization communicate in ways that are both effective and compassionate? In a nutshell: with empathy. Communicating with empathy—that is, applying active listening and acknowledging concerns—is the cornerstone of connecting with employees during times of transition or uncertainty. When people feel heard and understood, they are more likely to remain engaged and productive, even in the face of looming change.
Gauge the pulse of your workforce today, and you’re likely to discover that employees are experiencing heightened levels of stress and anxiety. As you navigate these uncertain times, here are four simple strategies you can implement right away to foster considerate and compassionate communications in your organization:
1. Listen actively. Encourage leaders and managers to actively listen to employees’ concerns without interrupting or dismissing their feelings. This shows that your organization values their input and is committed to addressing their worries.2. Communicate transparently. Keep employees informed about the current situation and any potential changes that may affect their jobs. Transparency helps build trust and reduces the spread of rumors and misinformation. According to Forbes magazine, getting employee buy-in is essential in easing transition fears.
3. Update frequently. Going hand in hand with transparency, don’t wait too long between messages. Consistent, timely communication helps keep uncertainty at bay.
4. Support individually. Your people are unique individuals. Recognize that each of them is experiencing a different situation. When possible, offer employees personalized support and resources tailored to their specific needs and circumstances. In addition, the value of communicating in inclusive ways cannot be overstated.
Offer Resources for Displaced Employees (or Those Who Might Be)
You can play a vital role in providing support and resources for employees who have been or may become displaced by market shifts. It may be easy to overlook those leaving your organization, but the effort you put into improving their experience sends a powerful message to both departing employees and to those who remain, that you genuinely care about your people.
- Offer career counseling services to help displaced employees explore new career paths and opportunities. Outplacement counseling can include services such as résumé-writing assistance, interview preparation, and job-search strategies.
- Provide access to training and development programs that can help your people acquire new skills and enhance their employability. This might include online courses, workshops, and certifications.
- Facilitate networking by connecting displaced employees with industry professionals and potential employers. This can help them build valuable connections and improve their chances of finding new employment.
- Offer access to mental health resources, like counseling services or stress-management workshops. Supporting employees’ mental well-being is crucial during times of uncertainty. Your employee assistance program (EAP) may be often overlooked, but it can be a lifesaver for people facing enormous change. And don’t forget the employees who weren’t laid off: According to workplace mental health provider Spring Health, survivor syndrome can be equally devastating.
- Create opportunities for conversation where employees can ask questions and express their concerns. Communication works best when it’s not just top down. Two-way communication fosters a sense of community and allows employees to feel heard and supported.
How Will You Meet This Moment?
Familiar ground in the workplace is shifting at an accelerating pace. You can be a key player in helping your organization flex with the changes, remain alert, and anticipate what’s next. As part of this effort, it’s essential to prioritize empathetic communications with employees who are navigating the challenges of job insecurity.
By actively listening to employees, providing transparent and personalized support, and offering resources for those who are displaced, you can help calm anxieties and foster a supportive work environment. In doing so, you’ll not only support employees but also strengthen your organization's resilience in the face of change.
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Ettore Toppi, Senior Communications Consultant, creates engaging communications campaigns that ensure employees are informed and connected with their benefits.
