How companies manage job adjustments and organisational change during crisis will define our values and leave a mark on our employees and our employer brand. That's why it's important to get it right. Take a look at our tips on how to do just this.
How to manage organisational change during crisis.
- Have a clear plan of action that you understand fully
- Develop FAQs
- Ask for feedback
- Don't be afraid of change
During times of crisis, whether economically, politically, or socially, it is inevitable that there will be some need for organisational change and restructure, in order for your company to succeed where possible, and overcome obstacles. These changes imply to staff important and decisive company change, which may affect not only activity levels, but also staff engagement with the company. That is why it is key to manage this change effectively.
The restructuring processes are not easy to communicate to the staff, and can in many cases mean a break in the trust that employees have placed in the company. To avoid this situation, it is important that the information is constant and effective, that the talent feels accompanied throughout the process.
In this sense, managers play a fundamental role: due to their closeness to the team, they are the key piece to start the dialogue. These conversations can be difficult, not only because of the content, but also because of the need to give a clear message that is aligned with that of the company, without causing employee distancing.
How we manage such a process today will affect future stability. Therefore, the information plan for the teams must be a priority, relying on managers and providing them with everything they need to carry out such a difficult task. Align the messages that you transmit at the moment of disassociation with the company's strategy.
Have a clear action plan.
An action plan is imperative. It should not only refer to company changes and how these will be carried out, but how the company will work logistically and administratively after these changes. All managers should be aware of the plans so they can communicate effectively to their teams, and field any questions. The better this plan is communicated from the start, the more trust your employees will have in you.
Your action plan and the following communication to employees must be clear and cohesive. You must explain why the measures have been taken, how they will be carried out and what measures will be taken to make the situation as positive as possible for all involved.
In order to manage employees' questions effectively, it is key to create a frequently asked questions document, to support teams. This should include points of contact for specific questions, and answers to questions that can quickly support employees. These FAQs also provide important guidelines to prevent managers and employees from deviating from the company's official message of change.
Ask for feedback.
Create a two-way communication path during times of crisis - given the possible feeling of abandonment that the talent of your company may feel, it is essential to create communication channels in which they can present their doubts, fears or simply continue contact with their team.
Any feedback should be reported to any relevant individuals, and collective teams. Keeping everyone informed of news, situations and consequences is key.
Don't be afraid of change.
Change is necessary for companies to grow and evolve, even in exceptional circumstances. Embrace it, and you and your company will succeed. Once this exceptional period of crisis is over, your team will return to the company and the dynamics may be affected by the change. It is important to be ready for this, and provide your staff with tools they need, such as returning to work guidance and online training. This will help them, whilst solidifying you as a company they want to work for, which will do wonders for your employer brand.
Need help or support? Our consultants are here to help you with these processes to minimise the impact on your company. Simply contact us for advice.