8-14-2013
No matter how accustomed we become to it, consolidations and layoffs produce ripple effects up and down a station corridor. No one is immune to the stress and anxiety that accompany each new wave of change and every rumor that follows. And no one is more on the frontline than the manager who has to implement and execute what, in most cases, a distant corporate headquarters has mandated.
Managing change is never easy and there is no surefire rule of thumb for successfully navigating through it. No two circumstances and no two staffs are the same. Gut instinct often comes into play. Still, there are a few general tips that can help managers manage massive changes and their staffs stay the course, weather the storm and keep on track.
1. Leave the door open, literally. Nothing causes stomach churning or feeds the rumor mill more than a manager?s closed door. While some conversations may require confidential and private meetings, try to keep them to a minimum. Nothing fosters fear more than a constantly closed door, especially if it is not the norm.
2. Be visible. Walk the hallways; visit the studios and sales offices. Stop by traffic and accounting. Your face provides a degree of comfort and stability at a crucial time. And for heaven?s sake, make sure the face you show is pleasant and natural. A grim-faced boss translates as a bad omen. It?s one thing to be serious ? especially if five people have just been let go ? but a dour face is hardly reassuring, inspiring, or motivating.
3. Communicate openly as often and as honestly as possible. Think ?damage control? because this is essentially a situation that calls for proactive management and damage control. You need to control the information being delivered, not only at the station, but in the press as well. Be honest as possible with staff. If you don?t know something, admit it. Don?t fudge, don?t dodge; explain in plain English, succinctly and clearly, what has happened, why, and what further action, if any, you expect next. Remember, ?no news? is not necessarily ?good news.? ?No news? is a rumor waiting to happen.
4. Make yourself available for one-on-one meetings with staff members. Listen to their concerns about the changes. You should already know their career goals and aspirations but, if not, now is the time to find out. It?s important to acknowledge and discuss those now. Some changes may call for a new road map to be drawn but it?s vital that you provide counsel and encouragement to valued employees that there is still room for growth and reason to stay the course.
5. Be cost conscious in all areas of operation. People have, after all, lost jobs due to cutbacks or consolidation. Now is not the time to be lavish, but this is also not the time to go anorexic. Counting paper clips at every turn in the road does not relax or relieve stress. Pizza and cold beer or soft drinks do. Find ways for your staff to bond. Bonding offers a welcome dose of camaraderie and an antidote to depressed morale. Strive to gently direct the conversation at these get-togethers in a positive direction but let the chatter flow naturally and freely.
6. Know when it?s time to shut down the negative vibes. People have a right to how they feel and need a chance to express those feelings and concerns. There comes a point, however, when it?s time to move on. If negative attitudes and whispered gossip persist once the dust has settled, a manager needs to step in and take control. Like the weather, you can?t always control the circumstances of the change. You can only try to provide an umbrella against the storm for those still on board. That means everyone has to walk together to stay dry. Those who can?t need to leave for the good of the whole.
Change is never easy and managing through change is one of the biggest challenges a manager faces. In today?s environment, it?s probably also unavoidable. Your station family, however, is looking to you for wisdom and leadership at a difficult period. Every decision may not be perfect but if you lead with openness and wisdom, chances are your team will follow, umbrella in tow.
Deborah Parenti is EVP/Radio for Radio Ink. E-mail:parenti@aol.com
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