Change Myth #7 – No News is Good News
In times of great turmoil an individual's need for information increases dramatically. That is because the "unknown" has also increased. As humans we are wired to "finish the story." When the story doesn't yet have an ending we become uncomfortable and seek the ending even more. During a change a lack of information will cause people to make up their own, to finish their own story if you will. Or they will listen to information from others they deem credible, who may have also made up their own stories. These stories don't come out of thin air, they are oftentimes expansions or extrapolations from small pieces of real information people may have.
Which brings us to this particular change myth – No News is Good News. Oftentimes people responsible for new business initiatives that will result in significant changes for people don’t want to constantly be communicating with other employees. Firstly, they are busy and probably don’t have the time and secondly, not all the news is going to be good so why upset people? These are legitimate sentiments to be sure, but they aren’t going to help the planned changes be successful.
One of the most important jobs of a leader in any organization is communication. This is especially critical when the company is undergoing changes meant to position them for a better business future. In this day and age, where layoffs and reorganizations are the norm, not the exception, people are particularly sensitive to the possibility. When any kind of change is announced, a reorganization, an acquisition, a new process for manufacturing or even a new choice of benefits; individuals may start making assumptions trying to be prepared for what is coming next.
By not telling the whole story up front, leaders are setting themselves, and their employees, up for more turmoil than is necessary. The adage “No news is good news” is just not true here. No news from leadership means news will be found from other sources. That’s how rumor mills get started and keep going. And by the way, rumors often turn out to be true and that makes the situation even worse for company leaders who are now seen as lying or withholding information to their employees’ detriment.
If the news isn’t all good, better to prepare people than to leave them guessing. News that isn’t considered good always seems worse before it is spoken out loud. Even a layoff, or the closing of a location, or the divestiture of part of the company can work out fine in the end for all involved. The not knowing, the waiting, takes more of a negative toll on individuals and the business than knowing and being able to prepare for the changes and moving on ever will.
If you know how the “story” is going to end and you won’t be violating any laws by disclosing it, by all means tell your employees. If you don’t know what the ending will be, tell them that too. If there are several possibilities and employees can influence it one way or the other, use this information to unite everyone to a common goal. Whatever you do, don’t be silent. The silence will be filled with something and by someone. It is always better for the company if the leadership takes responsibility for finishing the story.
© 2007 Beth Banks Cohn. All Rights Reserved. Do not copy without permission.