How does communicating about changes in the social contract help employers smooth the transition for employees? Why would Reuters need to change the social contract with employees when changing the performance is measured? Should Reuters try to find how its employees feel about the changes in the social contract? If so, what methods might the company use?


Communicating about changes in the social contract is important because this helps employees understand exactly what is expected of them during a transition phase. This helps the transition go smoothly because employees will not be confused about their new roles. This means that they will begin to be productive in their new roles more quickly, meaning a mínimum of lost productivity due to the transition. This is especially important when a company decides to measure performance differently, because if employees understand what the company wants in terms of performance, they are more likely to meet those new performance standards that the company set out in the first place because it believes that meeting them will improve company performance. HR departments should try to find out how employees feel about new social contracts, because this will help predict future problems. If several employees have similar concerns, this will help identify areas to work on before they become serious problems. Also, employees perform better when they feel listened to. A company should invite comments from employees both anonymously and in face-to-face meetings.