1. Don’t say anything at all until every single detail is final. This is an awesome idea if you want employees to feel insecure and uneasy. Especially if they somehow suspect change is afoot and begin to spread that suspicion via the grapevine.
2. Tell them what they want to hear. For instance, if there’s currently no plan for layoffs, go ahead and promise them that all their jobs are definitely safe and they don’t have a thing to worry about. If that changes, they probably won’t even remember the earlier communication.
3. If it’s bad news, don’t talk about it. If you don’t acknowledge that something has gone wrong, or that a difficult change is coming, then you can keep employees from knowing a thing about it.
What’s that? You prefer treating employees with respect? Then you might find the following tips more in keeping with your approach:
• Don’t patronize them by withholding negative news. They’d rather know what to expect than be left in the dark.
• Tell employees as much as you can as soon as you can. If aspects of the change are not yet decided, tell them that too.
• Don’t make the mistake of thinking employees get all their information about the company from the company. They have plenty of other sources, from the financial news to the local news and from social media to social connections.
Interested in communicating change more effectively? Tribe can help.