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Ann Davis's avatar

30 years ago I was told my a mentor that a privilege once extended soon becomes a right to be denied. This article speaks directly to heart of that sentiment. And you are correct.

thanks you for all the great field notes.

Ann

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Admired Leadership's avatar

Absolutely, Anne.

How might have that mentor specifically communicated a withdrawal of benefits?

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Admired Leadership's avatar

What are some of the best ways you've seen leaders communicate withdraw of a benefit?

What are some of the worst ways you've seen it done, even though it might be a common approach?

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David C Morris's avatar

Good way - very direct and straight to the point, "When we make more, we give more. When we make less, we have to give less." Bad way - Over explaining, apologizing, making excuses or trying to justify by saying all the other things employees still get.

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Admired Leadership's avatar

That phrase sounds like the kind of thing that is spoken BOTH when the benefits increase and decrease... but does the communication actually play out that way in your org?

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David C Morris's avatar

Yes, for the most part. Mostly direct and transparent communication - and timely and frequent too.

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Mikey Ames's avatar

I’ve seen benefits disappear without explanation under the assumption that nobody was using them. Doesn’t go over well at all.

That approach immediately put management on the defensive because they forced themselves into having to talk about it leading with an apology. Completely dissipated trust.

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David C Morris's avatar

That's been my experience too Mike. Transparency is the key.

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