The idea of this post comes from the need to draw attention so that within organizations we become aware of the value of internal communication and its proper management for people, especially in complicated moments such as an ERE or collective dismissal. And in recent weeks, I have received a couple of very similar stories that also have the same errors in common. These are two people who work in companies in very different sectors and carry out tasks that have nothing to do with each other, but who, however, have in common that their companies have announced layoffs.
Announcements made with such little tact and so far from the employee's point of view, which have immediately led to a tense work environment to the point that bad situations in the companies have led them to question the type of Bosnia and Herzegovina Phone Number List company they are working for. . When at Estudio de Comunicación we work on ERE processes or collective dismissals we always highlight the importance of the management that team leaders must carry out at all levels. In fact, 6 years ago we analyzed this issue in a report that found as its main conclusion that “internal communication deficiencies become more evident if there is a crisis situation.
Middle managers are those who are there on a day-to-day basis and are references for a large number of employees. Therefore, it is necessary for the company to listen to them and provide them with instruments and capabilities so that they are able to manage the emotional factor. in a crisis situation. But this training, as always, must be carried out before the crisis hits us, including training programs in team management and internal communication so that when the time comes they are able to transmit the toughest messages in an empathetic and employee-centric way.