Leading a team
How to tell an employee about organizational changes
Say first what is changing and what it means for this person, and only then why the company decided it. Be honest about what you know and what you do not know yet. Agree on when you will come back with the missing answers.
How to handle this conversation
Start with the impact on them
People listen for what it means for them first. “Your role stays, your department and your manager change” reassures more than a long talk about strategy.
Say what you do not know
“I do not know yet how projects will be split. I will find out by Friday and come back to you.” An honest “I do not know” builds more trust than guessing.
Do not undermine the decision
You can admit the change is hard, but “I think it makes no sense either” leaves them with nothing to hold on to.
Leave room for feelings
When they go quiet or get angry, say: “I can see this is a big change for you. What worries you most about it?”
I tell a team member about changes at the company
- Difficulty
- Medium to hard
- Duration
- 10-15 minutes
The situation
The company is merging two departments. A person on your team keeps their job, but from next month they move to another team with a new manager, and some of their projects go to someone else. The decision is final, and you have to share it before the news spreads informally.
Who you talk to
Member of your team
Experienced and attached to the team and their projects. First surprised, then asks many questions at once and starts to suspect this is the first step towards being let go.
The counterpart also has private goals and information that are never shown upfront. You discover them only through the conversation, the same way you would in real life.
What makes it hard
- They ask about details you do not know.
- They suspect there is more behind the change.
- They ask whether you personally agree with the decision.
Your goals
- Say clearly what is changing and from when
- Separate what is known from what is still open
- Agree on a follow-up date and how projects will be handed over
What the report looks at
- Whether the key information comes first
- How you answer questions you do not have answers to
- Whether you stay loyal to the decision without brushing off feelings
- Whether the conversation ends with a concrete next step