When explaining change, begin by listing the facts behind your decision, such as a shrinking market share or shifting demographics. Then lay out the options you’re evaluating. Invite your staff to weigh the pros and cons of each option and give their input. Finally, acknowledge that change can be disruptive. Showing empathy will increase your team’s resilience.
The best way to probe
When you’re interviewing a job candidate or weighing whether to promote someone, encourage them to analyze the past. Get them to open up by starting your questions with “Tell me about ... ,” “What is your experience with ... ?” and “What was it like to ... ?” Phrase your questions neutrally. Example: Replace “Was that job as much fun as it sounds?” with “How did you like that job?”
Choose buzzwords with care
Consider your audience before you resort to trendy terms. If you’re talking ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Yes to a Christmas tree but no to a menorah?
- Don't stack the deck in arbitration
- Defend against retaliation claims: Good records can stop whistle-blower complaints
- HR as mobsters: Supreme Court lets workers use organized-Crime law to sue their employers