What is the best way to handle a polarizing decision that is not widely accepted by over half of the employees?
Regardless of your political views, the newly passed health care bill has made its mark in American history. The history comes not only with the monetary value involved, but also the projected impact the bill is suspected to have on the nation’s health. Due to its magnitude the bill has had a polarizing effect on political parties. Capitol Hill seems to be in a perpetual split over this issue and the proposed effects it will have on the American people.
The bill may be history making, but the situation is classic. Have you ever experienced a similar situation in your organization? Most businesses have experienced a situation where policies, procedures or people were completely reorganized. The order usually comes from the executive level, and impacts every other level throughout the organization. What is the best way to handle a polarizing decision that is not widely accepted by over half of the employees?
Change always brings uncertainty for some, so managers should be patient with employees who are not immediately ready to adapt.
The first step is to communicate effectively. Be upfront with your employees. Tell them that you are aware that a large number of them are unhappy with the decisions being made by the company, but that you are confident these decisions will benefit the organization as a whole. Be open to discussions and questions that employees may have. Change always brings uncertainty for some, so managers should be patient with employees who are not immediately ready to adapt.
A second step to take is to identify your leaders. This does not mean to simply review a list of managers, but to really identify who is a leader in the organization. Leadership assessments can provide results that will enable you to understand who is viewed as a leader and who has a natural tendency for leadership. Once you have identified leaders and those with leadership abilities, you can utilize them to assist in the communication process and utilize their capabilities in the case of reorganization.
Employee assessments enable managers to pinpoint those most likely to cause disruptions in the organization before the disruptions are made.
Finally, use assessments to solve conflict before it starts. When the majority of your employees are unhappy, you can be sure that a handful will try to make waves amongst their peers. Employee assessments enable managers to pinpoint those most likely to cause disruptions in the organization before the disruptions are made. By knowing who is more likely to be disruptive or unproductive, managers can better cater their communication styles and be on the lookout for unnecessary behavior in the office.
Divisions in the office are never easy or pleasant to deal with, but assessments offer a unique solution to the problem. Assessments offer information that managers can use to make informed decisions about their employees and the way business is conducted. Knowledge is power, and when managers know their employees they can better anticipate employee reactions and leverage communication to boost morale. Assessments resolve conflict and can reduce stress in times of conflict and disagreement.
