Your employees have seen the government cutbacks and layoffs. They've experienced the whiplash in corporate DEI attitudes. They're watching the global markets realign around tariffs. They're wondering what it means for their company - and themselves.
This is not a time for company leaders to be silent. Instead, the best thing to do is not only communicate – but keep communicating – regularly. Demonstrating a bias towards transparency even with limited concrete data available will be appreciated by employees.
If nothing else, company leaders can show they are proactively responding to the changes in the market. But what should you communicate and how often? Here's five points to cover with your workforce, and this is better delivered in person and/or via live video feed.
1. Offer Your Honest Perspective
Set out your best thinking on the current market forces at play and how they impact the organization. Everyone knows there's limited situational data. What employee's really want to see is how you're thinking about it strategically and about the future of the business.
2. Outline the Near-Term Strategy
How is the market dynamic changing your company’s strategy? What do you anticipate for impacts, responses, changes over the next 90 days? There may be a lot of if/then type bullet points, but people will appreciate knowing there's a Plan B and maybe even a Plan C.
3. Identify Company Impacts
What does the change mean for how the company operates and how employees work? What employees want to know is a) will I have a job tomorrow, and b) how will my work be impacted. The company's most recent earnings projections may be a good place to start.
4. Invite Questions and Feedback
Remind employees they are highly valued and that we’re all on this journey together. Invite people to share pressing concerns and questions. This will present a good opportunity to demonstrate empathy and the ability to handle burning issues within the company.
5. Demonstrate Consistency
Provide a scheduled date and time for the next update. Employees need to know that this isn’t a one and done. Understanding that they'll have another scheduled chance to hear from leadership (even in 90 days), is helpful to supporting a bias towards transparency.
Employees should be asked to bring ideas for innovation, driving value, and efficiency. The adage of “never waste a good crisis” applies here. In addition to responding to changes in the market, this is also an opportunity to revise focus, operations, and efficiency.
As changes take shape within the company, these sessions can become a valuable way to gain buy-in from employees and reinforce strategic direction. They can also be a way to limit misinformation from taking hold within the company.
It may feel unconformable to communicate without having all the answers, but by being visible and transparent, your employees will appreciate you and support you in the long run.
John Theriault is founder of Communistrata Strategic Communications.
