Men make their own history, but not under circumstances of their own choosing.
Change, by its very nature, is hard for most people. So how do you talk to senior managers about changes that might be affecting you adversely, whether it's redundancy or a shift change?
First, focus on potential outcomes - given the hand you've been dealt, realistically, what outcomes can you work toward?
Second, ask questions to examine the quality of your senior management team's decision-making process. In my experience, people are much better at accepting difficult change if managers can show that it's for a really good reason - to keep the business afloat and competitive. If employees think that change is a result of fire-fighting or is poorly thought through, they will become disengaged.
What kinds of questions might these be? Anything that will help you understand the strategic narrative - where the company was, where it is now, and where it hopes to be in the future.
Your questions should fall into these categories:
Risk / contingency
Questions about the questions I would use? Get in touch.