Value of communicating

It cannot be understated that communication from leaders is critical to keep the organization moving forward and on track. Communicating even at the supervisory level is just as important. You can always tell an organization that communicates well up and down, there is more positive buzz, more inclusiveness, more productivity, more trust and innovation.

When you see a business that defies the downturn there are many factors in play, a solid and visible vision and mission, passionate leaders, and sound management and engaged employees. The communication is frequent, fluid, open and engaged.

If you wonder why your business is not 'clicking' and operating at full capacity, check the quality and frequency of your communication.

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Communicating during downsizing

There are probably not many people around us who have not been affected by layoffs, staff reductions, and downsizing. As a leader, it will make a huge difference in your organization’s ability to weather the turmoil when you communicate effectively during this stressful period. Remember, those who are still with you are understandably concerned, upset and feel betrayed, among many emotions. This is a process of healing and surviving that needs to be addressed.

They need to know the ship is not sinking and work continues to go on. You need to be concerned about restoring morale and making sure productivity doesn’t suffer. Communicating plays a big role in getting the environment on track.

Here are some suggestions to help those who are still with your company after the layoffs:

Communicate – explain how the organization is going to move forward, how you see it surviving and thriving with the existing workforce. Let them know what role they will play, get them engaged in the solution, and let them know why the changes took place. Give them credit for understanding tough times. Let them know how work will be realigned, if any training is forthcoming in light of realigned responsibilities, and what work is coming along with prospective work.

Instill trust – a lot has happened to break down trust, people feel betrayed and uncertain. Show them they can trust you by keeping your word. Be honest in your actions and comments. If this is the only layoff or if you think there may be more downsizing, don’t mislead them either way. In other words, don’t over promise. You will lose your credibility. Show them you are trustworthy by demonstrating concern, act with integrity and let them see results.

Listen – give them an opportunity to express themselves, their concerns are legitimate. Actively listen and console the team, it helps to know you care and will help improve morale faster. Not giving voice to their concerns only instills more distrust, fear and lowers productivity. Listen emphatically as someone talks, use positive body language, make eye contact and reserve judgment until you have heard them out and been able to process the information. Remember, respond, don’t react. Encourage group discussions and input. Encourage humor and encouraging each other.

Show confidence – not arrogance or aloofness. Quiet confidence and a positive attitude go a long way in demonstrating and modeling trust and confidence in a leader. People look to you as a leader to show them things will be okay and that work will go on. It cannot be underestimated that your demeanor and actions speak volumes. By your actions, verbal and nonverbal, you show your team that things do go forward. Be sincere, positive, accessible and supportive.

There is a lot of downsizing going on, and not just in large companies. We all feel the pain through someone we know. Support them through your empathy and leadership.