When economic trends look dark, good leaders consider cost savings to prepare for tighter times. Eliminating any unnecessary expenditure receives the first attention. No cost is left unexamined when leaders begin to tighten the belt to prepare for lean times. Sometimes, leaders decide it is best to pare back or eliminate a reward or benefit team members enjoy to reduce expenses.
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.
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.
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?
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.
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
Absolutely, Anne.
How might have that mentor specifically communicated a withdrawal of benefits?
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?
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.
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?
Yes, for the most part. Mostly direct and transparent communication - and timely and frequent too.
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.
That's been my experience too Mike. Transparency is the key.