 |
Be
fair |
|
Be
visible and available |
|
Use
interactive feedback |
|
Elicit
solutions to problems from employees |
|
Reinforce
the need for the change |
|
Encourage
a collaborative attitude |
|
Admit
when you lack information |
|
Clarify
new roles and relationships |
|
Prepare
and support employees |
|
Be
prepared for the grieving process, it always occurs |
|
Identify
the workers that are experiencing losses and the specific losses |
|
Appreciate
the meaning of the loss for the employee |
|
Recognize
that employees resist the fear of the unknown, the losses, the endings,
and the inadequacies that accompany major changes |
|
Understand
employees person experience fear and anxiety from increased work loads
and higher performance expectation |
|
Understand
that losses may involve the severing of a relationship with trusted co-workers
and loss of a level of comfort and familiarity |
|
Employees
examine personal issues: potential geographical transfer, loss of a home,
personal friendship, status in the community |
|
Engage
in open and emphatic communication during the entire change process |
|
Listen
closely, carefully and intently to the distress the worker feels |
|
Be
aware that some workers may suppress their emotions |
|
Identify
and acknowledge the feelings of employees, and allow them to communicate
these feelings |
|
Compensate
the employees for their losses, such as offer training and education classes
to gain new skills, or outplacement services |
