Those uncomfortable discussions that come with changeQuestions every employer should be ready to answerBy Marge Watters06/14/2004|Canadian HR Reporter|Last Updated: 06/28/2004 In the aftermath of a downsizing or restructuring, organizations depend on employees to adjust as quickly as possible and make the changes work. People must to get used to a new structure, new processes and a changed culture despite feelings of loss about departed co-workers and fears about their own futures. They may also be angry toward those in control of the decisions and confused about new roles. Leaders who manage transitions well minimize the potential damage to effectiveness and productivity by paying attention to employee needs.What matters to employees during times of significant change? How can managers and human resources professionals help people move through a transition in the most positive way? The answer lies in hearing and responding to their concerns. Here are the key questions that come up following a restructuring or downsizing: To Read the Full Story, Subscribe or Sign In Remember Me Forgot Password If you are a current Subscriber, please click here to set-up or update your login information.