Misinformation and conspiracy theories were immediately spreading online after an assassination attempt on former U.S. President Donald Trump at a campaign rally on July 15, 2024. Hysteria and chaos quickly ensued.
As I watched the news coverage, I couldn't help but recall a study I often share with leaders when discussing change management. The study involved 40,000 employees and asked, "Where do you prefer, and where are you currently getting information in the workplace?" The heartening response to both queries was resounding: "The leader."
Now for the bad news. Employees prefer to get information from small group communication. However, where do you think they are getting information? They are getting it from the grapevine.
Is the grapevine a reliable source of information? In my experience, it's often not. It tends to distort and exaggerate, spreading misinformation that can undermine employee morale. Unfortunately, even a few disgruntled individuals can use the grapevine to sow seeds of doubt about a recent change. After all, misery loves company.
Here is the million-dollar question: How does it make the average employee feel when they hear distorted or embellished facts on a new policy or procedure change?
They will feel insecure. Naturally, insecure employees will typically start looking for a new job.
Leaders, your team members look to you as a reliable and trustworthy source of information. They don't want to hear from 'Poison Pat.' Thus, once a change is communicated, don't hide behind your computer, and hope it all goes well. Hope is never a plan. Anticipate others may be stirring the pot and making their co-workers feel insecure about the change. Your role is to dispel such misinformation and maintain a positive work environment.
I encourage leaders to manage by walking around. Ask others, "How is the change going over?" Ask others, "Where have you not communicated why the change is needed?" By doing so, your team members will begin to tell you what others are saying behind your back.
Remind them of the benefits of the change. You might even remind team members they do not always have to benefit directly from a change. On occasions, changes are made to improve proficiency. Thus, team members indirectly benefit from the change.
Leaders, your team members want to hear from YOU!
Leaders Are MADE, Not Born!
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