Delivering bad news within an organization might involve sharing bad news with your manager or another employee in person or in writing. Use a tactful tone and reasons-first approach because these techniques will help preserve friendly relations. Determine whether you need to use a direct or an indirect strategy (reasons-first approach) based on the anticipated reaction of your audience.

6. Managing Bad News Within Organizations

Delivering bad news within an organization might involve sharing bad news with your manager or another employee in person or in writing. Use a tactful tone and reasons-first approach because these techniques will help preserve friendly relations. Determine whether you need to use a direct or an indirect strategy (reasons-first approach) based on the anticipated reaction of your audience.

Fill in the blank with the most appropriate answer.

In order to be tactful and professional when personally delivering bad news within organizations, you shouldgather all the information   .

Points:                                                                               

1 / 1

Close Explanation

Explanation:

Make sure you are calm and have all the necessary facts before confronting someone. Remember, there are two sides to every story: Knowing both sides will allow you to deliver the news tactfully and professionally. Time the delivery of bad news appropriately. If the person you need to talk to is stressed or it’s Friday afternoon, you may want to wait to deliver the news. Consider taking a partner with you if you, as the messenger, are wary of a negative reaction and remember to be patient with the receiver’s reaction.

Read each of the following scenarios, and answer the corresponding questions.

You are the president of a company, and you have decided to relocate to take another leadership position.

What should you remember when delivering the news to your organization? Check all that apply.

Offer little explanation.

Let employee rumors communicate the news.

Communicate the news openly.

Offer a clear, sincere explanation.

Points:

0.75 / 1

Close Explanation

Explanation:

Avoid lowering the morale of your employees by letting the news circulate through the rumor mill. Provide adequate explanations to avoid speculation. Maintain morale by delivering negative news openly, clearly, and sincerely.

You have been interviewing candidates for an office manager position at a high-tech Silicon Valley company. You have hired one of the candidates and now need to inform the other applicants that they were not selected.

How can you reduce the rejected applicants’ disappointment? Check all that apply.

Avoid concrete reasons for not hiring the candidate.

Offer the candidate your best wishes.

Describe negative aspects of the job so the candidate feels better about not being chosen.

Say that it wasn’t your choice and that perhaps you would have chosen differently.

Points:

0.5 / 1

Close Explanation

Explanation:

In order to reduce disappointment, be tactful in your response, and soften the news by using an indirect pattern. To avoid lawsuits and offending the applicant, offer no specific explanations for refusal. Maintain good relationships by showing appreciation for the applicant’s interest in the company and closing with best wishes.

You are the general manager of a national clothing retail store. At the last minute, one of your night-shift managers has requested an alternate schedule for the next two weeks in order to attend an endcap display training course the company offers through its professional training program. While you would like to honor the night-shift manager’s request, the schedule has already been distributed, your other night-shift manager is on vacation, and the change would require many people to reorganize their schedules at the last minute.

Options for the body of the request refusal:

Option 1: Since you are asking me at the last minute and it is too much trouble to rearrange everyone’s schedules, this is a really problematic situation. Your tardy request would uproot the lives of at least four other employees because two other managers are on vacation next week.

Option 2: The timing of the endcap display training overlaps the vacation time of another night-shift manager. His absence and yours would require day-shift managers to work nights for two weeks. It would be very difficult for the day-shift managers to reorganize their personal schedules with one-week notice.

Option 3: Susan is on vacation. Raphael is on vacation. That leaves only four other people who could cover your shift. None of the other managers really want to change shifts with you. Additionally, I don’t really think there is a need for it since you could have made this request six weeks ago when I sent out the memo.

Which would be the most appropriate explanation for refusing the night-shift manager’s request?

Option 2

Option 1

Option 3

Points:

1 / 1

Close Explanation

Explanation:

The most appropriate explanation would be “The timing of the endcap display training overlaps the vacation time of another night-shift manager. His absence and yours would require day-shift managers to work nights for two weeks. It would be very difficult for the day-shift managers to reorganize their personal schedules with one-week notice.” This option provides clear and objective reasons that build a logical argument for the refusal. The other options are not considerate of the night-shift manager’s feelings and do not provide logical connections for each reason.