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It is critical to have a foundation of trust in your company in order to keep your employees from feeling apprehension and uncertainty. In uncertain times, employee gossip is at it's peak and it is important to respond quickly. Team leaders and senior management need to keep communication lines open and be forthright with the work force in order to stop gossip from spreading. Below are five techniques to help ease employee apprehension and keep gossip in the workplace in check.
1. Availability
It is very important for senior management to be attainable to and seen by the workforce. You should not wait for all of the details of a challenge or problem in the company to be worked out before letting your workforce know what's going on. It is much better to keep them posted of the how the situation is developing and what you plan to do to respond to the situation along the way. When there is uncertainty with the economy and the success of the company, it becomes even more critical to be open and available to your employees. Your goal is not only to keep your employees informed, but to nip any unwarranted gossip in the bud and create confident employees.
2. Be Open About Bad News and Challenges Within the Organization
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
All too often, leaders communicate bad news via e-mails and memos. All leaders are busy, but your first priority must be the productivity of your workforce. Research has shown that face-to-face or voice-to-voice conversations build up trust in a relationship and also improve the clarity of your message. You may find yourself stumped by a question that you didn't expect, but don't worry. Your people don't expect you to be perfect, but they will appreciate the time you took to talk to them.
4. Hear Your Employees
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. Admit You Don't Have All the Answers Yet
It is important to be honest when talking to your employees, both about what you know and about what is still unknown. Because people understand that no-one can know everything, it will build conviction and understanding if you can detail what is still unclear. If you are unsure about the future, it is better to discuss the prospects for the company and probabilities for success rather than making promises that might not be kept.
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. Availability
It is very important for senior management to be attainable to and seen by the workforce. You should not wait for all of the details of a challenge or problem in the company to be worked out before letting your workforce know what's going on. It is much better to keep them posted of the how the situation is developing and what you plan to do to respond to the situation along the way. When there is uncertainty with the economy and the success of the company, it becomes even more critical to be open and available to your employees. Your goal is not only to keep your employees informed, but to nip any unwarranted gossip in the bud and create confident employees.
2. Be Open About Bad News and Challenges Within the Organization
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
All too often, leaders communicate bad news via e-mails and memos. All leaders are busy, but your first priority must be the productivity of your workforce. Research has shown that face-to-face or voice-to-voice conversations build up trust in a relationship and also improve the clarity of your message. You may find yourself stumped by a question that you didn't expect, but don't worry. Your people don't expect you to be perfect, but they will appreciate the time you took to talk to them.
4. Hear Your Employees
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. Admit You Don't Have All the Answers Yet
It is important to be honest when talking to your employees, both about what you know and about what is still unknown. Because people understand that no-one can know everything, it will build conviction and understanding if you can detail what is still unclear. If you are unsure about the future, it is better to discuss the prospects for the company and probabilities for success rather than making promises that might not be kept.
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 professional 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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