As a manager, you know that a reorganisation brings painful moments. When you’re tasked with delivering a particularly tough message to your employee, seeing the emotional impact in their eyes can profoundly affect everyone present. Though emotions can’t always be evaded, with adequate preparation, you can ensure your employees truly value your guidance even during a reorganisation. With a good approach, you can ensure that no matter what happens or what comes next, your people can move forward with a clear view and sometimes even a positive outlook. In this article, we present to you the essential components for facilitating effective communication throughout a reorganisation.
Effective communication is essential for managers during reorganisations. Reorganisations are often major processes that lead to changes in the organisational structure and the immediate tasks and work of employees. As a manager, it is important to communicate these changes in a clear and transparent way to maintain employee commitment and motivation. Therefore, answer questions such as; “What will happen in the upcoming period?”, “What can I expect?”, “What will change for me?” and “What are your expectations of me following the reorganisation?”
Visualising the target group
An effective communication strategy starts with mapping the target group. Managers need to understand exactly who is affected and what information this group needs. By delivering tailored information that matches the needs of employees, a manager can make the message more relevant to the audience.
To effectively deliver the message to employees, it is important to formulate the message clearly and understandably. Managers should consider the background, knowledge level and experience of employees and explain complex information in understandable language. In addition, it is also important to emphasise what is not going to change, in order to remove uncertainty and fear from employees.
Communication is a two-way street
Communication should also be a two-way street. Employees should be given space to ask questions and give feedback. Managers should be open to this feedback and take it into account in their decisions. This increases employees’ sense of commitment and trust. However, it also requires a spot in your personal calendar, so make sure it is available. Often, management has been preparing for a reorganisation for weeks, but employees are not given enough time to get used to the idea. Therefore, give employees the space they need to give their feedback, voice concerns, and ask their questions.
Monitor and adapt
Ultimately, managers should continue to monitor communication and adjust where necessary. A reorganisation is a dynamic process and new developments can lead to changed perceptions. Adapting communication accordingly keeps the message relevant and up-to-date.
In summary: Communicating effectively during a reorganisation starts with identifying the target group, formulating a clear message, enabling two-way traffic communication and monitoring and adapting communication. This gives employees a sense of commitment and trust, increasing the chances of successful completion of the reorganisation.
Only then can employees confront the future with a clear vision and a sense of well-being.