In many organizations throughout the United States, there are several instances where employees have heard HR representatives state, “We’re still shaping the org structure,” especially during restructuring phases, but this innocuous message has led workers to feel unsure about their future and unclear about the next steps.
Although organizations have used this message to indicate that the decision-making processes are still in development stages, the workers have attempted to make sense of it in terms of their roles and stability within the company.
The disconnect between intention and interpretation has led to a state of communication without clarity, which has impacted the way workers feel about their job and position within the organization.
Why restructuring comes with vague communication
This is particularly so as a firm may be in the restructuring phase and may not want to make definitive announcements as the situation is still being worked out. This may mean that there is communication that focuses on flexibility but does not really go into detail. This can be frustrating for employees who are impacted by these changes.
According to Corporate Wellness Magazine, organizations may put off communication during restructuring as a way to remain flexible. However, this can mean that employees are left in a state of confusion as there are no clear answers for them.
This is a frustrating time for employees as they are forced to make assumptions.
How uncertainty becomes a workplace stressor
Research indicates that while uncertainty may be inconvenient for those experiencing it, it is recognized as a source of psychological stress. The article explains that “job insecurity characterized by long-term insecurity and poor communication during restructuring is related to increased anxiety, emotional strain, and decreased organizational citizenship behavior.”
When employees are unsure where they stand, they may find themselves analyzing every situation or conversation, which can cause mental exhaustion and make it difficult for them to concentrate on their daily activities. This stress is not caused by a particular incident but is a build-up of questions that have gone unanswered.
The impact on trust in leadership
The role of clear communication in the establishment and maintenance of trust between the employees and the leadership also comes to the forefront in the context of vague communications.
However, it has also been seen that vague communications, even when unintended by the leadership, might undermine the trust levels between the employees and the leadership. When the employees are constantly being told that the plans are yet to take shape, they might start to think whether the information is being withheld or the leadership has full control over the situation.
A study in Nature has pointed out the fact that in the context of ambiguous communications in the organizational context, the levels of mistrust might also be high.
The role of workplace politics
In a setting where organizational politics already exist, ambiguous communication has the potential to exacerbate the situation, where employees might even begin to wonder if there is a form of favoritism or negotiation in the decisions to downsize the organization. Such information might spread throughout the organization in a rapid manner.
According to the Nature research, ambiguous communication in a setting where organizational politics exist has the potential to increase stress levels and undermine cooperation.
This creates a setting where employees will begin to think more about the communication than the actual work.
Effects on mental health and job satisfaction
The psychological effects of living in a state of uncertainty are considerable, as employees have reported lower levels of job satisfaction and motivation, as well as increased levels of emotional exhaustion during restructuring processes.
According to a study indexed on PubMed, changes in the psychosocial work environment, such as reduced support and control at work, can increase stress and decrease well-being.
Employees may feel as though they have little control over their situation or access to information. This can make it difficult for them to remain engaged and optimistic about their role within the organization. This can eventually lead to burnout or turnover.
Long-term consequences for organizations
The impact of unclear communication does not stop when restructuring is complete. This is because the long period of uncertainty can leave a lasting impression on the employees.
According to Corporate Wellness Magazine, for instance, the long period of ambiguity can cause a decline in organizational commitment as employees may look for more stable and clear organizational cultures elsewhere.
This means that while unclear communication can be beneficial for organizational flexibility in the short term, there can be negative consequences in the long run.
A closer look at what employees really hear
When HR says “we’re still shaping the org structure,” it’s possible they’re giving a completely innocent update, but for the employee, it’s like they’re receiving a message that’s full of complexities, including the uncertainty of their position, job security, and the transparency of the company’s leaders.
It’s not just the words themselves, but the context in which they’re being said. This is significant for both the company and the employee because it’s a reminder of the importance of communication in being honest without being unclear.
Research has shown that, although uncertainty can’t always be helped, the way it’s communicated is crucial in shaping the way in which the employee trusts and feels.