Your team is anxious about job security. How can you reassure them during strategic changes?
Facing strategic shifts at work? Share how you navigate job security concerns with your team.
Your team is anxious about job security. How can you reassure them during strategic changes?
Facing strategic shifts at work? Share how you navigate job security concerns with your team.
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Some roles become irrelevant at times with strategic changes and how do we manage that is crucial from an organization's perspective. If we keep telling all the team members that everything remains same, doesn't work. Everyone's smart enough these days and people talk. This lack of clarity creates insecurity in everyone's mind. Best is to share with the team members that their position is discontinued (if any) and the next step is to give them options for new roles in different teams (if possible) to re align them with the new goals. And tell the other team members that their roles are solid. Gives everyone a lot of confidence!
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Based on the article "How Leaders Cultivate Support for Change: Resource Creation through Justice and Job Security" by Secil Bayraktar Two resources help employees to cope with uncertainty, stress caused by change: Perception of procedural justice Job security Leaders, their attitudes, behaviours,fair treatment of employees enhance team members to become supportive and cooperative To enhance controllability, predictability and perceptions of security, high quality leadership should exhibit: Open communication Employee empowerment Support and training Mindful assurance EI based trust Supportive Leadership fosters high quality employee relations, supportive work-place while making the employees feel less threatened by uncertainty
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Kindly consider the following points: 1. Regularly update your team on changes, addressing concerns openly to build trust. 2. Emphasize skill development opportunities that prepare them for future roles. 3. Hold one-on-one discussions to address individual concerns and provide reassurance. I hope this helps!
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We need to understand that anxiousness creeps in, when there is no transparency. Acceptance and open communication become keys to such scenarios. As a leader of an anxious group, you need to be clear with the team members about the upcoming changes. You need to also accept openly that some roles may be impacted and you are here to help the impacted team mates. Using your insights into the organization, guidance about other roles matching their skillsets may come in handy. It has also found to be working, if you openly advice to look for jobs outside the organization, and help them secure those, if any. When emotions run high, a leader should become the calming factor.
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Haroon Khan
My book "Leaders Are Not Prophets" is available on Amazon.com & worldwide, link is below
Strategic or organizational changes are often based on cost optimization. Market dynamics or ecomonical landscape can't be managed by the businesses however only thing they can control is the operating cost (cost of a product or service). Ordinary leaders see people as an expense however effective leaders utilize their people to improve their processes for cost effectiveness. If operating cost appears to be high after benchmarking, then don't hide. Be transparent with people and give them the goal to reduce operating cost through innovative ideas. If lay-offs are must then keep it minimum and be fair based on performance. Provide all the required support and respect to people being released. Allow them and even support in their job search.
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