Post by kwashburn on Mar 11, 2016 17:26:03 GMT
Was it difficult to craft the message? Why or why not?
It was difficult to craft this message because it bears potentially bad news and the loss of jobs for employees. It’s never easy to communicate out bad news. I wanted to make sure that I struck a balance of being informative and sensitive and also not create panic or complete uncertainty with staff. I think it was also difficult because there wasn’t a lot of information that could be shared and when a message like this needs to be delivered people have lots of questions.
What were the factors you considered while crafting your message?
I thought about the importance of transparency to not make staff feel as though they are being totally informed and included in this. The other factor that I felt was important to acknowledge was the stellar performance and also explain that even though performance may be stellar because our program runs mainly on these large contracts we may always run this risk. I also wanted the message to come across sincere but completely honest which is why I think it was important to mention that layoffs could occur.
What were the factors you considered about delivering this message?
Because I knew everyone needed to hear the same exact thing I knew this message needed to be communicated out in one big group. Some of the factors that I considered were how might staff feel and how this “bad news” would be best delivered to minimize the anxiety and fear that staff may have about their jobs. I also knew it was important to come across as sincere and sensitive but also completely transparent. I knew that the only way to do this would be in person, because it’s more personal. Even though many of their question would not be able to be answered right away I think staff would feel a little less anxious and more assured that we were being honest and transparent. A large in person meeting gives the communicator and leadership team a better opportunity to acknowledge how their staff may be feeling after a message like this. Providing staff with an opportunity to just ask questions even though not all the answers are there yet I know will create less panic and anxiety for staff.
It was difficult to craft this message because it bears potentially bad news and the loss of jobs for employees. It’s never easy to communicate out bad news. I wanted to make sure that I struck a balance of being informative and sensitive and also not create panic or complete uncertainty with staff. I think it was also difficult because there wasn’t a lot of information that could be shared and when a message like this needs to be delivered people have lots of questions.
What were the factors you considered while crafting your message?
I thought about the importance of transparency to not make staff feel as though they are being totally informed and included in this. The other factor that I felt was important to acknowledge was the stellar performance and also explain that even though performance may be stellar because our program runs mainly on these large contracts we may always run this risk. I also wanted the message to come across sincere but completely honest which is why I think it was important to mention that layoffs could occur.
What were the factors you considered about delivering this message?
Because I knew everyone needed to hear the same exact thing I knew this message needed to be communicated out in one big group. Some of the factors that I considered were how might staff feel and how this “bad news” would be best delivered to minimize the anxiety and fear that staff may have about their jobs. I also knew it was important to come across as sincere and sensitive but also completely transparent. I knew that the only way to do this would be in person, because it’s more personal. Even though many of their question would not be able to be answered right away I think staff would feel a little less anxious and more assured that we were being honest and transparent. A large in person meeting gives the communicator and leadership team a better opportunity to acknowledge how their staff may be feeling after a message like this. Providing staff with an opportunity to just ask questions even though not all the answers are there yet I know will create less panic and anxiety for staff.