Change, whether through disruption, COVID, M&A, economic disaster … well, it doesn’t really matter what causes the change, supervisors and managers often ask for assistance to be more helpful and supportive to their employees and work teams. These are individuals who may be highly stressed and emotional about their rapidly changing circumstances.
Here are some key “best practices” for managers to consider and embrace.
Best Practice 1: Understand the dynamics of change and transition. This is a very important prerequisite for any manager talking with employees who are going through unsettling organizational and work team changes, especially those that involve loss of fellow employees. The more you know about the process of change and its impact on the emotional and physical well-being of employees, the better you will be able to respond with empathy, authenticity and sensitivity. We would recommend that you participate in a workshop for leaders on understanding and managing the dynamics of organizational change. If that is not possible, seek out authoritative on-line sources of information.