Times are definitely changing. As the economy shifts corporations are finding it necessary to either downsize or reevaluate their structures. In other cases the situation may be a bit more simplistic – maybe you need to upsize or move into a larger office. In the end, the reality is that no matter how “hush-hush” you try to keep your organisations sensitive information, something always gets leaked. When information gets leaked, rumours begin and as these pieces of misinformation spread people begin to get nervous.
Alright, so things are changing within your organisation. Does that fact really need to be kept a secret? Sometimes, especially if you are in a managerial position, you have to take a step back and determine whether or not it is more beneficial to share as much information as possible with your team or keep things under wraps.
Most people, when faced with change, need to feel three distinct things:
- They need to feel as though they are in control of their lives;
- They need to feel included in the process; and
- They need to feel as though you’re being open and honest.
If your employees feel included (or at least informed) when it comes to change they are more likely to work with you during the process – and, at the same time, continue doing their regular work at the same quality level. Those who feel nervous, uninformed, and out of control are likely to spend more time gossiping and less time focusing on their day to day tasks.
In the end, effective change management means it’s up to you to determine whether or not your employees will benefit from being informed of upcoming changes. It’s also up to you to determine whether or not keeping those changes a secret will have a negative impact on your department.
