Understanding employee reactions to big changes within your organization such as layoffs and mergers can help you understand what employees need, not just in stressful times, but every day. Here are three questions your employees need the answers to regularly:
1. Do I have job security? This isn't just about job security. Employees want role clarity and an understanding of how their work makes a difference to the company and what opportunities they have to make a difference. Do your employees regularly see the progress of the organization? Will their job be here tomorrow? Will it be replaced by automation? As their leader, you need to know the answer to these questions and make sure you convey an honest answer.
2. Who do I report to? Dotted lines clutter most organization charts these days. Make it clear who employees report to (even if it's more than one person), by whose metrics they'll be evaluated, and whose opinion matters to their work. Does your employee have a clear understanding of who their manager/supervisor reports to?
3. How will I get paid? How much actually matters less than how. Intangible benefits such as mentorship, long-term opportunities, and a belief that what they're building will last all matter more than the paycheck itself. These non-monetary incentives shows that you making a long term investment in their abilities.
Constant reassurance of an employee’s value will go a long way. This can be done regularly at staff meetings, mentor meetings, newsletters or even a simple ‘thank you’ email can convey this critical understanding that they seek daily. Always take the opportunity to reassure your employees of the stability of the organization.

Author's Bio: 

With over 15 years of executive level, leadership experience, Dan has extensive proficiency in business development, marketing, operations management and sales. His collaborative and humanistic approach to business has been the catalyst for much success in various fields and building meaningful businesses. Dan is passionate about business and driving innovation, profitability, efficiency and growth. His Strengths Finder 2.0 theme accurately describes a strong strategic acumen. Coupled with strategic thinking ability, he also is a talented change leader, executive coach, self-starter, creative problem solver, with excellent team building skills. What’s more, as a 21st century business leader, he possesses the necessary written/verbal/graphical communication and technology skills for success.