Layoffs happen.
A restructuring starts.
A new executive comes in.
And only afterwards employees are informed about the changes that directly impact their jobs, teams and future.
Then leadership acts surprised when trust disappears.
Because people are not frustrated by change alone.
They are frustrated by silence, vague communication and decisions being made behind closed doors while employees are expected to simply “adapt”.
Transparency after the fact is not transparency.
It is damage control.
And the long-term impact is bigger than many companies realize:
Less engagement.
Less loyalty.
Less motivation.
More emotional detachment from the business.
Strong leadership is not tested when things go well.
It is tested in moments of uncertainty.
The companies that communicate honestly and early build trust.
The ones that don’t slowly create a culture of distrust, disengagement and quiet resentment.
Curious how others see this.
Have you experienced open communication during major company changes, or were employees informed only after decisions were already made?
Originally published 14 May 2026 on LinkedIn. Follow Eric Stijnman on LinkedIn for more sales coaching and leadership insights