How to reassure staff after the Brexit vote

There’s no doubt that the Brexit vote sent shockwaves through workplaces across the UK, whichever side staff voted. Some employers have emailed workers to offer reassurance, but is this the best or only way to support staff during this period of uncertainty?

In offices around the UK, Friday 24 June was not the most productive. Many staff had stayed up all night to watch events in the EU referendum unfurl; others had woken up in shock to find that a slim majority had voted in favour of Britain leaving the EU.

But for staff in companies that trade heavily in EU countries, or with large numbers of non-UK EU citizens, that drain on productivity came not just from shock or constantly refreshing news feeds to see the latest political surprise, but from real concern that their jobs could be at risk.

Don’t rush it

So if managers are looking to HR to support them in reassuring staff, what’s the best way to approach this? A source warned against “hasty decisions or knee-jerk reactions” either from government or employers, so rushing off a badly worded communication is not an option.

“It’s absolutely not too late to send something out”. “The decision has caused a considerable amount of anxiety for many people and they’re only now starting to consider what the bigger questions might be.”

The source adds that those concerns might not just be limited to employment status or potential redundancies, but any number of knock-on issues such as the impact of Brexit on housing prices or members of the family working abroad in EU countries. The decision may have also inflamed any differences of opinion, which may boil over in the form of office banter.

Either way, the message should be the same: nobody really knows what will happen, but we’ll tell you once we do. A quote says, making this clear should be a priority. “There are still many unknowns, but it’s important for employees to hear from their employer in a reassuring, calm manner, that nothing will change in the short term”.

For EU passport holders, one-to-one conversations can be welcome, especially at a time when they may be feeling particularly vulnerable after the result of the referendum.

Keep it simple

One thing organisations should avoid at all costs is over-complicating the changes by introducing a web of new processes and bombarding employees with information on them.

“Ruthless prioritisation is a good way to start this process of simplification. It creates clarity for yourself and others on what to focus on and, perhaps more importantly, what not to focus on, in order to enable action in times of complexity and uncertainty,” a quote said.

What to consider

• Communications must be factual and not speculative. Speculative communication can give a false sense of certainty which can then cause disengagement and disintegration of trust if the outcome is not as originally thought.
• Avoid the political. By giving a political point of view, a business can inadvertedly alienate employees who have different opinions.
• Brexit may be a major office talking point, but ensure differences of opinion do not spill over into disrespect.
• Communications should not be a one-off exercise, as the issues will become clearer over the coming months. Consider regular briefings or publishing an ongoing Q&A.

Set clear priorities for the business and for your leadership team, so that everyone can then focus on doing fewer things better.

As well as any overarching corporate communications, it’s crucial to equip line managers to respond to questions or concerns over the impact of the referendum decision. They need to stick to the facts during these discussions, however, even if they are thin on the ground at present.

Communication should only reflect the current situation, the challenges it presents to the organisation and the management response.