-Commit to communicate.
-Validate fears instead of masking the facts.
-Share factual information about losses, downturns, and bad press.
-Communicate throughout the change process.
-Make communications personal and personable.
-Ask for ideas.
-Talk about something other than the problems.
-Maintain a positive attitude.
Like you, the employee has many unanswered questions about the company, their job, and their future. When information is open and the communication is honest the employees will trust what the manager is saying.
DuFrene, D. & Lehman, C. (2014). Navigating Change: Employee Communication in Times of Instability. Business and Professional Communication Quarterly, 77 (4).