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Change Communications, Borg-Style

September 9, 2016Lori Rohrbach

Organizational change stirs up strong emotions. Unfortunately, fear, uncertainty, and anger are three common ones. These negative emotions are exacerbated when change communications sound like a threat from the Borg (for non-Trekkies, the Borg are alien “bad guys.”)

WE ARE THE BORG.
YOU WILL BE ASSIMILATED.
RESISTANCE IS FUTILE.

The problem with this Borg’s pronouncement is that it assumes change is something that is happening to people, requiring nothing more than passive resignation. In the business world, this would translate to, “We’re bringing on a new application. All work will be transferred to the new application in ten days.” Or, “We are reorganizing the structure of your department. This is your new title and these are your new responsibilities.” This is what is happening. Your input is not needed or wanted. You will be assimilated. Resistance is futile.

To counteract the negative emotions that can be associated with change (and to support and encourage the positive emotions that some people will have), change communications need to emphasize engagement rather than assimilation. For example, “You are an important part of making this change successful.” “By doing the following, you will be helping our company achieve new levels of operational efficiency.” “Embracing your new role in the restructured department will lead to enhanced revenue opportunities.”

It all comes down to turning the Borg’s statement on its head:

WE ARE A TEAM.
YOUR ENGAGEMENT IS VITAL.
SUCCESS IS ASSURED.

Author: Paula Marolewski

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Eight Work-From-Home Etiquette Tips

Eight Work-From-Home Etiquette Tips

 

Whether telecommuting is old hat or something you’ve been forced into as part of the COVID-19 shutdown, here are a few tips to make the experience run smoothly for both employers and employees.

 

Managing expectations

Successful work-from-home strategies always begin with clearly communicated expectations. Make sure your employees have any necessary equipment, tools and resources.  Will they need to track their time? Participate in regularly scheduled meetings? Be available at certain times of day? For employees, know what you’re accountable for and clearly communicate any challenges you’re having.

 

Constant communication

Keep the lines of communication open and be accessible. Check in with employees regularly through apps like Slack, Microsoft Teams, Google Hangouts and Skype, or even an old-fashioned email or phone call. Be genuinely interested in how they’re doing but don’t overdo it. Foster a feeling of trust by not micromanaging.

 

Nine to five…ish

While having a daily schedule is ideal, it may not always be practical right now. Make sure your people know when you need them to be available and try to offer flexibility at other times. They may be juggling school schedules as well as work schedules and working at “off-shift” times may be necessary. Be mindful of employees in different time zones as well.

 

For employees, try to work when you’re at your best, and not when you’re exhausted by kindergarten playtime and fourth grade math. Make sure people know if you will be unavailable at certain times.

 

Taking a break

Getting up and moving clears the head and helps with creativity and problem-solving. Whether it’s a walk around the block or a break for lunch, make time to get away from your desk throughout the day.

 

Signing off

Working from home does not mean being available 24/7. Set an actual end to the workday if possible. Don’t send and respond to messages at all hours. Sign out of messaging apps and close work programs. Understand and respect these boundaries.

 

Location, location, location

When setting up a home office, think about where you will have the fewest distractions – for yourself and for those who may be seeing you and your background on a video conferencing platform. Try to avoid busy spots that may include semi-clad people walking behind you, barking dogs and kids vying for your attention.

 

Conferencing and calls

Be clear about whether you expect people to turn on their cameras during meetings. If so, be clear about how they should be dressed. During calls, mute your phone when you’re not talking to avoid background noise. Headphones can also help with call quality. When speaking, pause frequently so others can participate in the conversation.

 

Social engagement

It’s ok for managers and employees to have some down time together, which may help ward off feelings of isolation. Keep up your normal level of interaction, perhaps with a virtual coffee break or happy hour. Managers should set the tone for how casual to be. Let employees choose what they would like to share, and never pry into areas that were off-limits before.

 

 

Author: Erin Alderfer

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