Communicating Change: How to Deliver Difficult News with Impact

Do you have to deliver bad news to your team? The way you communicate the message makes a difference!

Let’s dive into a real-life scenario. Picture this: because of a hiring freeze, the team finds itself having to juggle a significantly heavier workload. How do you communicate that to your team?

Let me share a valuable lesson I’ve learned over the years: it’s vital not to emphasize how this decision benefit the company. While that’s undoubtedly important, this message will not resonate with your team members who view their jobs as a means to a livelihood. Most employees understand that when times get tough, other doors may open, offering a chance for a better work-life balance without taking a hit on their income. I mean, why go through all the trouble when they can just look for a job that pays as well, but without the grueling workload, right?

Instead, I’ve found that the most successful approach is to highlight how these changes can personally impact them. When work gets really tough, show them what they’re fighting for.

Ideally, an increased workload comes hand in hand with an enhanced incentive plan. Why does a slight pay bump take the lead as the go-to solution? The answer lies in the findings of several studies, all pointing to fair compensation as the primary factor for retaining employees – it ultimately boils down to the financial aspect!

Some might question, “What if we can’t boost their on-target earnings (OTE) to compensate for the added workload?”. My response remains consistent: you must still give something in return.

An effective strategy I’ve employed over the years is underscoring the growth opportunities that emerge from successfully navigating challenging work phases.

It’s a fact that a skilled employee is one who can adapt and thrive during demanding times. I’ve often shared with my team that their professional opportunities and their ability to stand out during interviews for similar or higher-level roles hinge on what they’ve learned and the hurdles they’ve conquered. After all, a candidate with an unchallenging experience may not capture the interest of the hiring manager. The more knowledge and resilience they gain, the brighter their prospects of landing a rewarding job.

And ultimately, if you want your message to be convincing, then you need to make yourself more accessible and supportive. The harder the times, the more present the manager must be. So make time to assist them in handling their workload to demonstrate your commitment to sharing their burdens.

Long story short, when having to convey bad news, the best approach is to focus on what’s in it for your team members personally.

Let’s embrace change and build great teams!