Rumors are created to fill information voids. That’s number 17 of 21 “Internal Quotations for Internal Communications” included in a slideshare I stumbled across by Paul Barton of Phoenix, AZ. I don’t know Paul, but I like the way he thinks.
In fact most of the lines he quotes are things we say frequently at Tribe. Another of his slides, number 19, relates to the one above: “Employees should learn of important information affecting them and their organization from an internal source rather than an external source.” Number 18 as well: “In a crisis, internal communications is often the very thin thread that holds everyone and everything together.”
All three of these thoughts relate to the importance of being open and honest with employees during any major change. If you withhold information because you don’t want employees to know how bad it is, you can be fairly certain that what they’re imagining and telling each other is worse than the reality.
One of the best ways to destroy trust in your organization’s leadership is to share something big with the media, customers or shareholders before you tell employees. It’s easy to do unintentionally, especially when there’s time pressure to get out an announcement or press release to correlate with some major happening.
In fact, in Tribe’s research, that news needs to come from the top. In our national research with employees of large companies, major change was one of the few topics respondents said they strongly preferred hearing from company leadership rather than their direct managers.
This speaks to a measure of respect. In any major change or company crisis, beginning any internal communications from a place of respect for employees is the right place to start.
Does your company have a major change on the horizon? Tribe can help.