IR changes, a good excuse for a chat

Business owners hoping employee concerns over the industrial relations changes would fade over the holiday season should think again.

During the break, working Australians have had time to swap notes with family and friends and as the nation gets back to work, any pre-existing information vacuum at your organisation will soon be filled by rumour and half-baked theories.

Whatever your own feelings about the changes, the publicity and politicking surrounding the new laws have left employees suspicious and unsettled. And that is not good for productivity.

Good news is that it is not too late to communicate. For those companies usually lax on the communications front, the IR changes provide a great opportunity to change a bad habit.

Walter Jennings, practice leader with global firm Rogen, advises companies on ‘high stakes’ communications issues such as cultural change.

He said management must do their own homework on the changes to understand what they mean to the organisation but at the same time he urges companies not to delay speaking to staff.

Take action

“Get the ball rolling. Many companies wait until they have pieced everything together 110% but this is not necessary and the delay could be damaging,” Mr Jennings said.

He said that when communicating to staff about the IR changes it was imperative to ‘align your words with your actions’.

“If you are planning to implement the changes then do not tell your staff that things are going to proceed as they have always done.

“People listen to words but they watch your actions. The way you behave is a lot more telling than what you say. That also means that you should handle the issue in line with your company’s existing culture,” he said.

For example, if an organisation that seldom communicates with staff decides to call a town hall style meeting to talk about the IR issue it could create rather than ease anxiety levels. “Likewise, if your company always has a Monday morning meeting and there has been no mention of the IR changes then that could also cause alarm.”

“Match the way you are communicating with the magnitude of what you are communicating.

Communication

Business communicator and trainer Paul Jones of Magneto urge companies to set up a ‘feedback’ loop to keep the communication going.

“This could be something as simple as a ‘question box’ so staff can ask questions anonymously,” Mr Jones said. “Staff could also email questions via the web but not everyone is comfortable with technology so employers need to keep this in mind.”

He said other good ways to communicate included internal newsletters and for larger companies even a telephone service.

“Too much communication can make a mountain out of a mole hill but it is better to err on the side of more rather than less,” he said.

“Also, be genuine and empathetic. People are too smart for propaganda so use credible sources of information employees will accept.

“Finally, make it clear you are on the same team and all working for the same goal – a successful company that provides jobs and rewards for all,” Mr Jones said.

Written by:

Kate Southam is the founding editor of careerone.com.au. Kate has reported on everything from health, education and business to court reporting, entertainment and Asian regional affairs. Former employers include the Sydney Morning Herald, the South China Morning Post in Hong Kong, ABC Radio and ninemsn.

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