It was Benjamin Franklin who said that nothing in this world is certain except death or taxes. But in reality, we should really add change to that list.
You have to be at the top of your game to manage the details of the upcoming reduction in force or merger. No matter how careful you are about keeping things quiet, employees soon start speculating about the future of the company and their prospects. How you do manage your way through this process?
The problem with change is the way it can disrupt the established culture and working systems in an organization. If you fail to properly plan for and communicate upcoming changes to your employees, you can expect turmoil, lost productivity, and in some cases, subversion.
For most people, “change” is a mixture of what was, what used to be, what is present, what I’m being faced with now, what I believe the future holds, and what I have to change to face that future.
It’s important for salespeople to be prepared to not only sell what you have to offer, but also to take the time to address the internal worries of your client.