Including Your Employees During Times of Change

inclusionTimes are definitely changing. As the economy shifts corporations are finding it necessary to either downsize or reevaluate their structures. In other cases the situation may be a bit more simplistic – maybe you need to upsize or move into a larger office. In the end, the reality is that no matter how “hush-hush” you try to keep your organisations sensitive information, something always gets leaked. When information gets leaked, rumours begin and as these pieces of misinformation spread people begin to get nervous.

Alright, so things are changing within your organisation. Does that fact really need to be kept a secret? Sometimes, especially if you are in a managerial position, you have to take a step back and determine whether or not it is more beneficial to share as much information as possible with your team or keep things under wraps.

Most people, when faced with change, need to feel three distinct things:

  • They need to feel as though they are in control of their lives;
  • They need to feel included in the process; and
  • They need to feel as though you’re being open and honest.

If your employees feel included (or at least informed) when it comes to change they are more likely to work with you during the process – and, at the same time, continue doing their regular work at the same quality level. Those who feel nervous, uninformed, and out of control are likely to spend more time gossiping and less time focusing on their day to day tasks.

In the end, effective change management means it’s up to you to determine whether or not your employees will benefit from being informed of upcoming changes. It’s also up to you to determine whether or not keeping those changes a secret will have a negative impact on your department.

Thanks again,

Sean

Sean McPheat

Managing Director

http://www.mtdtraining.com

(Image by renjith krishnan at FreeDigitalPhotos.Net)

Management Blog Call To Action

Mark-WilliamsMark Williams

Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.