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The action to format the employee conversation regarding the restructuring process is to communicate personnel changes effectively. For example, I act during the ongoing negotiations with union employees in my natural gas organization. I highlight the restructuring process from the company's perspective through various channels such as emails and in$-$person meetings. "The success of communication depends on the accuracy of the receiver's decoding; did they understand the language used and the tone and implications of the message" $($Palmer et al$.,$ D$.2022)?$ Verify that the employees understand the message and are empowered to ask follow$-$up questions for clarity. Developing a structured plan for delivering these messages is crucial; adequately communicating it consistently is paramount.

Gathering feedback and addressing concerns is the next step. This involves conducting surveys, polls, and one$-$on$-$one meetings to collect employee input and promptly resolve issues to maintain trust and transparency. "Employee surveys should be part of every organizational change communication strategy. They provide a practical way to gather valuable insights from employees, foster open dialogue, and ensure ongoing communication efforts truly resonate with them" $($WorkTango$.2024).$ Providing continuous support and regular updates is vital, along with scheduled check$-$ins, counseling, and career development programs to help employees through the transition. "The ways in which changes are presented and discussed are critical to success" $($Palmer et al$.,$ D$.2022).$ Engaging with employees to align personal goals with organizational objectives and offering training sessions will lend itself to personal development and company success.

Regularly monitoring the effectiveness of the communication strategy and making necessary adjustments based on feedback will ensure that the strategy supports a smooth transition for all employees involved. With my organization and the union, there have been more unfounded claims than other negotiations, and misinformation must be addressed with factually based information. Upfront proactive communication is critical to enabling the workgroup during change initiatives.$$