Last updated on Aug 6, 2024

Your team is facing organizational changes. How can you build trust and transparency with your managers?

Organizational changes often bring about a sense of uncertainty and discomfort. As your team navigates through this transition, it's crucial to maintain a solid foundation of trust and transparency with your managers. This isn't just about keeping everyone informed but about fostering an environment where open communication is encouraged and valued. By engaging in honest dialogue, acknowledging the challenges ahead, and committing to mutual support, you can help bridge the gap between management and employees, ensuring that everyone is moving forward together.

1 Open Dialogue

Establishing open dialogue is the first step towards building trust during times of change. Encourage your managers to communicate changes clearly and promptly, providing as much information as possible. Transparency is key in preventing rumors and misinformation. Managers should be approachable, ready to listen to concerns, and willing to discuss the reasoning behind decisions. This two-way communication not only helps in understanding the changes but also in making team members feel valued and heard.

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Joan Zavala Garcia

Regional Program Manager & Business Optimization | Digital Transformation | Scrum Master | Agile Coach | PMI - PMO | Design Thinking | Process Reengineering | Capability | Change Management
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Trust is key to open dialogue and healthy relationships in the workplace >Key Aspects for Building Trust: Transparency and Honesty: Openly sharing information, even in difficult times, strengthens trust. Active Listening: Paying attention to and validating emotions fosters trust. Consistency and Predictability: Actions aligned with words create a trustworthy environment. Empathy and Compassion: Supporting employee challenges deepens trust. Constructive Comments and Criticism: Honest and constructive feedback. Inclusion and Participation: Decision-making makes them feel valued Addressing Rumors and Misinformation: Acting quickly against rumors and providing trust Building trust through open dialogue requires effort, consistency, and empathy

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Gwen Bircham

Consulting HR Exec | Full Stack Talent Management Solutions | Speak To Me About Your Talent Needs
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The key to this is clear and consistent communication. It is tricky finding the right balance between over or under communicating. It is also critical that you practice discernment with what you communicate in times of change. I find that too much information can also overwhelm employees so break the information down into a phased approach and deliver only one or two critical items over a period of time, follow up on how the information was received and allow time for employees to process and adjust.

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2 Empathy Counts

Empathy is a powerful tool in strengthening relationships, especially during organizational changes. Managers should strive to understand the emotional impact these changes may have on you and your colleagues. By showing genuine concern for the team's well-being and acknowledging the stress that comes with change, managers can create a supportive atmosphere. This empathy fosters trust, as it demonstrates that management views the team not just as employees, but as individuals with valid concerns.

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3 Shared Goals

Aligning on shared goals can unify the team and management during organizational changes. It's important for managers to articulate how these changes will benefit the team and contribute to shared objectives. When you understand how your role fits into the bigger picture, it can be easier to embrace change. Collaboration in setting these goals and understanding their impact can significantly increase trust and transparency, as it involves everyone in the journey towards success.

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4 Consistent Updates

Consistency in communication is fundamental for maintaining trust. Managers should commit to regular updates about the progress and developments of the organizational changes. Whether through meetings, emails, or a dedicated communication channel, keeping everyone in the loop prevents feelings of exclusion or uncertainty. Consistent updates also offer opportunities for feedback, which can lead to improvements and a more inclusive change process.

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Hillary Eckert Hofstrom

Vice President for People & Culture | MPS HR & ER | SPHR | SHRM-SCP
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When in doubt, communicate. If you have something to share, share it. If there's nothing to share, share that too. Saying "no updates" is better than silence. People crave meaning, and without information, they create their own narratives. Change is hard for everyone, including leaders. Acknowledge this shared challenge. Leaders should make every effort to communicate as much information as possible. Routine individual check-ins make a difference. Use varied communication methods. Written updates ensure everyone gets the same message simultaneously, while face-to-face interactions allow for questions and give leaders insight into how people are doing, helping tailor future communications to meet their needs.

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5 Recognize Efforts

Acknowledging and appreciating the efforts of team members can go a long way in building trust. As you adapt to new processes and systems, recognition from managers can validate the hard work and resilience of the team. Celebrating milestones and expressing gratitude for your flexibility and dedication can strengthen the bond between management and employees, creating a more trusting and transparent environment.

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Joan Zavala Garcia

Regional Program Manager & Business Optimization | Digital Transformation | Scrum Master | Agile Coach | PMI - PMO | Design Thinking | Process Reengineering | Capability | Change Management
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Employee recognition is essential to value efforts and dedication, improving the work environment and promoting professional growth. >Importance of Employee Recognition: Productivity: improves daily performance. Talent Retention: Reduces staff turnover. Motivation and Satisfaction: reduces frustration. Improved Work Environment: efficient environment. >Benefits of Recognition: Sense of Belonging: Increases commitment and effort. Greater Happiness: Reduces stress and improves customer service. Collaborative Environment: Avoids rivalries and promotes cooperation Implementing recognition strategies strengthens trust, improves the work environment and increases productivity, resulting in a more efficient and committed organization.

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6 Continuous Learning

Finally, embracing continuous learning can help in adapting to organizational changes. Managers should promote an environment where learning from the transition is valued. This includes reflecting on what is working well and what could be improved. Encouraging your team to share insights and learnings not only contributes to personal growth but also to the evolution of the entire organization, solidifying a culture of trust and transparency.

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Your team is facing organizational changes. How can you build trust and transparency with your managers?

1

2

3

4

5

6

1 Open Dialogue

2 Empathy Counts

3 Shared Goals

4 Consistent Updates

5 Recognize Efforts

6 Continuous Learning

Employee Relations

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Your team is facing organizational changes. How can you build trust and transparency with your managers?

1

2

3

4

5

6

1 Open Dialogue

2 Empathy Counts

3 Shared Goals

4 Consistent Updates

5 Recognize Efforts

6 Continuous Learning

Employee Relations

Rate this article

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