Contents
- How a company communicates its change plan makes all the difference.
- Best practice in change management communications.
- Final thoughts
How a company communicates its change plan makes all the difference.
It isn’t enough to want to change your organization – you must be equipped with the right tools and leadership before starting any initiative to get the desired results. One of those tools is change management communications.
Mergers and confusion. Layoffs and morale. New software and resistance.
These days, companies in various industries are ground zero for organizational change and employee relations. When changes occur, people want to hear first-hand from the leaders responsible for both the transition and the outcome.
Most companies have locked down their operations change response, but the communications aspect of change management may or may not be covered. Yet, how a company communicates its change plan makes all the difference between a company that thrives through change and one that does not.
Key players in the change management game include all employees and sometimes customers, along with important stakeholders like investors and partners.
The newest wrinkle in change communications is the increasingly important role of social media, which can be a benefit or hindrance in the change management process.
Everyone has a voice these days, regardless of whether they’re vested or invested in the company.
That being said, let’s move on.
Best practice in change management communications.
Here are five best practices for every company when formulating a change management communication plan. Remember to test it before your transformation project begins:
Communicate consistently
A significant cause of resistance from employees is uncertainty about the future. They may be unclear on why changes are happening. There may also be concern about how it affects their roles. It’s crucial to maintain transparency and provide regular updates throughout the process.
Allow for and incorporate feedback
Employees often feel anxious when they believe their input isn’t valued. Be open to modifying your change plan based on feedback received. Unanticipated external factors should be addressed, not ignored. Tools like social intranets can facilitate surveys and feedback collection, making it easier to gauge employee responses and adapt accordingly.
Be honest
Admitting when you don’t know an answer is not a weakness. Pretending to know everything can undermine trust and credibility. If you’re unsure, let your employees know, research the answer, and get back to them promptly. Leaders Maintain their credibility by being transparent and truthful.
Review progress publicly
Change is a process, and people need to feel informed and aware of their progress. Regularly update your employees on milestones and challenges. Transparency about obstacles and how they are being addressed is key. Use tools like social intranets to share updates and ensure everyone knows the current status and next steps.
Use a mix of communication channels
Effective change management requires reaching employees through various communication channels. Each employee responds differently to different methods, so it’s important not to rely on a single channel. Some might prefer detailed emails, while others respond better to visual content like videos on loom. Regular in-person meetings and chat sessions can also be valuable. Mu suggestion is to mix as many as you can.
Final thoughts
Change is daunting, and like any challenge, people need assurance and clarity to overcome their fears and adapt.
The bottom line is nobody wants to feel uncertain and unsupported when a change is underway. Following these five best practices for change management communications can help you achieve success with your transformation projects.
Which leaves a single question on the table. If major changes are on the way, are you ready with our change management communications plan?
Interested in learning how a fraction chief communications officer can help your organization with change management communications?
Schedule a free discovery call today.
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