A great way to stop the uncertainty often felt by your employees is to create an environment of confidence by communicating with them well and often. In difficult times, the rumor mill works overtime among your employees and you need to respond to the rumors fast. It is critical for senior management to talk freely and honestly with the workforce in order to keep the rumors in check. This article gives five strategies to help ease employee anxiety and stop the rumor mills in their tracks.
1. Be Accessible
Senior management should make it a priority to be seen by and accessible to their entire workforce. It is key that, if there are problems or challenges that the company is facing, you do not wait until they have been resolved to let your employees know. Rather, keep them apprised as to the steps the company is taking and the progress it is making as the situation evolves. In challenging times, it is even more critical to be there and available to your employees. It is not only important to communicate and to share with your employees, but to establish confidence in the company in order to keep the rumors and gossip to a minimum.
2. Don't Keep Bad News a Secret
You have nothing to gain by withholding bad news from your employees - they know times are tough and that your business will have to adapt in order to survive. If you try to pretend that everything is perfect, your employees will lose their trust in you, and communication will become harder. Letting your employees know when changes need to be made is the best thing you can do to stop rumors. When employees trust you to tell them the bad news, they will stop believing office gossip and wait to hear the truth from you.
3. Emphasize Personal Communication
A majority of bad news is communicated through memos and e-mails. While it may seem more time effective when every second counts, workplace productivity is effected by such impersonal communication. Studies prove that in-person communication develops confidence and is understood better than a less personal approach. True, you may be faced with questions you aren't prepared for, but that is okay. Employees don't expect you to know all the answers, but have real appreciation for your effort at keeping them part of the process by talking directly to them.
4. Listen
It is a massive advantage of face-to-face conversations that the communication is two-way. Your employees may be able to suggest solutions that will help the situation, but this is not the only advantage of listening. Knowing that their thoughts and reactions have value to you will inspire your workforce, and will help them to feel a part of the company and with you as their manager.
5. Acknowledge the Unknowns
Talk as honestly as you can about what you do know and what you don't. Your employees will recognize that you can't know everything, and it will help to build trust and clarity if you explain why some details are still uncertain. Don't make promises you can't keep - if you are unsure, talk about probabilities and possibilities instead.
Communication is the bedrock of good management practice, and the only way to get the best out of your workforce. Make sure you communicate openly, honestly, and readily.
1. Be Accessible
Senior management should make it a priority to be seen by and accessible to their entire workforce. It is key that, if there are problems or challenges that the company is facing, you do not wait until they have been resolved to let your employees know. Rather, keep them apprised as to the steps the company is taking and the progress it is making as the situation evolves. In challenging times, it is even more critical to be there and available to your employees. It is not only important to communicate and to share with your employees, but to establish confidence in the company in order to keep the rumors and gossip to a minimum.
2. Don't Keep Bad News a Secret
You have nothing to gain by withholding bad news from your employees - they know times are tough and that your business will have to adapt in order to survive. If you try to pretend that everything is perfect, your employees will lose their trust in you, and communication will become harder. Letting your employees know when changes need to be made is the best thing you can do to stop rumors. When employees trust you to tell them the bad news, they will stop believing office gossip and wait to hear the truth from you.
3. Emphasize Personal Communication
A majority of bad news is communicated through memos and e-mails. While it may seem more time effective when every second counts, workplace productivity is effected by such impersonal communication. Studies prove that in-person communication develops confidence and is understood better than a less personal approach. True, you may be faced with questions you aren't prepared for, but that is okay. Employees don't expect you to know all the answers, but have real appreciation for your effort at keeping them part of the process by talking directly to them.
4. Listen
It is a massive advantage of face-to-face conversations that the communication is two-way. Your employees may be able to suggest solutions that will help the situation, but this is not the only advantage of listening. Knowing that their thoughts and reactions have value to you will inspire your workforce, and will help them to feel a part of the company and with you as their manager.
5. Acknowledge the Unknowns
Talk as honestly as you can about what you do know and what you don't. Your employees will recognize that you can't know everything, and it will help to build trust and clarity if you explain why some details are still uncertain. Don't make promises you can't keep - if you are unsure, talk about probabilities and possibilities instead.
Communication is the bedrock of good management practice, and the only way to get the best out of your workforce. Make sure you communicate openly, honestly, and readily.
About the Author:
Wendy Mack is a experienced advisor, trainer, and author with a focus in leading and communicating change. Contact Wendy at, or get her free e-book, Transforming Anxiety into Energy at www.WendyMack.com.
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