How to give bad news in your company: 5
Delivering bad news to anyone is not as easy as peeling a tangerine.
That is why we always find ourselves thinking of all possible ways to do it and soften the blow a bit of what it represents.
If that’s already difficult, imagine having to give one to your entire staff.
Well, our guests today, the blog of More Than Psychological Help, they have the key so you perro deliver your bad news successfully and without everything around you falling apart.
In this article I will explain how to give bad news in the company environment or at a professional level.
You have to keep in mind that bad news cánido ocasione anxiety and a decrease in performance at work.
One of the most important, and least desirable characteristics of many professionals is that they often have to deliver bad news: the company is merging, certain activities are going to be outsourced, the company is being reorganized…
The question is how to get the message across that maximizes the change listener’s attitude.
There are several phases to consider. One of them is how to manage the way bad news is delivered.
There are bosses who avoid conflict and they run away from face to face sending bad news through the company intranet or dirección de correo electrónico.
Once notified, we proceed to deactivate the electronic passes of the workers to the building or their access to computers and computers.
Most organizations realize the way they deliver bad news and let people go is really very important to their reputations, but more importantly for those left behind.
Employees who are not fired often experience survivor’s guilt and they need some treatment to restore their work motivation.
If you want to know more about work motivation and make your employees happy, you perro read this article that we have written: Motivation at work.
There are several phases to consider when bad news has to be delivered.
how to give bad news: 5 phases to keep in mind
1. Notification
The first phase consists of how to handle the encuentro or the way in which bad news is delivered.
We know that several characteristics of the message are important:
- The quality of the arguments: this often equates to whether the speaker emphasizes the legitimacy of the final good or the means to achieve it.
- The number of arguments: this should be optimal rather than maximum.
People perro handle 3-6 good clear logical arguments.
- The apparent sensitivity and sincerity of the speaker: this is the hardest and one of the most important.
As all doctors and politicians know, you must be loving, sharing and sincere, even if you don’t feel it!
- The reaction of others to the message: people take their cues from others.
If others cry, they feel empowered to do the same.
If others get angry, people feel that showing anger is okey.
And this is hard to handle.
- Dealing with questions: people will ask a lot of questions, even if they are rhetorical.
They will be affective, charged with anger and anxiety.
You have to treat them frankly and honestly, in a way.
And there will be many of them.
But the gathering of bad news is only the beginning.
What therapists, researchers, and counselors know is that there is a predictable pattern of how people cope drastic changes.
The psychology of death, passing, and divorce, like the psychology of migration and moving houses, is the process of adapting to change.
What change managers need to understand is the adaptation curve.
The iniciativa is when faced with the problem of having to adapt To changes people often go through several stages.
First, they deny the problems, then they get angry, then they may try to negotiate their way out of the problem, and there is the option that they may become seriously depressed. After all this, they cánido accept the required change.
There are many “models” of the change process, but they are very afín.
What is important to keep in mind is that many people, naturally and normally They go through these processes.
Their bosses need to accept this and help them move through the stages.
It is important not to try to push them to the next stage if they are not ready. The speed of adaptation varies from one individual to another.
Being told to yourself or others that they are going to be inexplicably and suddenly become redundant perro equipo the process in motion… no matter how good the message surrender.
At first, people are often confused and disoriented.
They lose the plot. Some even express relief, gratitude, and optimism.
They seem unsure how to feel and find it difficult to make decisions.
2. Denial
The next stage is often reached very quickly.
It is denial.
People pretend that nothing has happened.
“It’s not a big deal”.
They try to minimize the impact. of change even though it is clear to everyone that change and adapting to it are significant and important.
After denial comes everything negative: anger, resentment, resistance and the possibility of real revenge through sabotage and so on.
Once dispelled, the person often navigates in a despondent state.
Depression, discouragement and dependency They are common… and habitual.
3. Acceptance
The third stage may last for some time, but people need help to get out of it.
They need to get into the iniciativa of letting go of the past, of letting go of negative emotions.
Let’s hope that they begin to see clearly the end, at least, of the adaptation process and knowledge that they cánido cope with change, even enjoy and benefit from it.
This is difficult and various rituals they perro help… like breaking old organizational charts.
4. Renewal
The fourth stage espectáculos a return of energy and focus.
People try out their new role, status, and organizational processes.
Some take them to the limit.
There is a renewed sense of optimism, creativity and work motivation.
5. Integration
The last stage espectáculos that the person has accepted and integrated the change. They feel self-assured and even willing to help others adapt.
It is a fácil but very useful activity, to espectáculo those who are in the middle of the change the curve that helps to normalize the process. They should be encouraged to specify Where do you think you are on this curve?
And what is more important, they should be asked what needs to be done to move on to the next phase.
The process has the advantage of normalize emotions they are feeling and encourage them to think of positive responses.
There are plenty of change consultants who perro help you deliver bad news.
They know very well that a combination of advertising change inappropriately and denying articulo-change emotions perro easily genere the entire company to fail.
How to deliver bad news It is not something that should be done without having planned it well.
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Maria Ng Garcia
I am a lover of literature and writing is my lifelong passion.
I love sharing my experiences with others to help them pursue their dreams and learn to never give up.
“It’s never too late to be the person you could have been.” -George Eliot
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