Change processes such as downsizing are among the biggest challenges for companies. In addition to the organizational complexity, the human factor in particular is crucial to how well such a process goes – both for the employees affected and for the remaining team. However, one critical success factor is often underestimated: the role of managers.
Managers at the center of the action
Managers are key players in times of upheaval: they communicate decisions, conduct separation talks, provide orientation and convey a sense of security. At the same time, they themselves are under great pressure – emotionally, strategically and communicatively.
A common mistake made by many organizations is to send managers into this responsibility unprepared. In practice, this often results in conversations being conducted in an uncertain, unstructured or even insensitive manner. This not only increases the burden on the employees concerned, but also damages the trust of the remaining workforce.
Why preparation is crucial
Managers need targeted support in this phase in order to fulfill their role professionally and empathetically. This includes in particular
- Specific management coaching before and during the process: This strengthens emotional self-management and conveys communicative confidence.
- Clear discussion guidelines and practical examples: These provide security and orientation for the implementation of difficult conversations.
- Psychological support for managers too: they are responsible for implementation – and therefore also need space for reflection and emotional relief.
Conclusion: Strong leadership in a crisis works internally and externally
An appreciative and professional approach to separation situations starts with the managers. Companies that invest here in good time not only safeguard the process, but also strengthen their management and corporate culture in the long term.
What we offer at VBLP: We support your managers with individually tailored coaching, training and discussion formats – for a respectful, clear and sustainable change process.
👉 Please contact us for further information.
Preview of the next article:
In the next part of our series, we will look at targeted measures to stabilize and motivate the remaining employees – because they are also severely affected by change.
