6 Change Communication Tips to Avoid a Decrease in Employee Engagement

A man is trying to speak but there are only confusing letters out of his mouth

Change Communication Tips that Work
Keeping employees engaged during times of change can be a challenge. Change, in and of itself, can generate a sense of unease because it pushes employees out of their familiar and comfortable territory into the new and unexplored. That is where change communication tips can help.

Of course, properly communicated, change can be exciting too. It’s all in the way you get the message across.

Six Change Communication Tips to Keep Employees Engaged
Based upon decades of employee engagement training, here are 6 change communication tips on how to communicate change and, at the same time, keep your employees engaged and on track.

#1.  Communicate the Reasons for the Change Openly and Honestly
Employees deserve your respect. Don’t try to “protect” them from what is going on behind the scenes that warrants the change. Your simple, direct and straightforward approach will quell any suspicion that there’s an issue you are trying to hide.

You are likely to encourage rumors if you are not clear and truthful.

#2.  Communicate the Changes from the Top Down
The initial announcement should come to all employees from the CEO and then cascade through the organization in team discussions with directors, managers and supervisors. Significant change requires leadership’s commitment, involvement and consistent modeling.

#3.  Explain How the Change Will Affect Them
Employees want to know what the change will mean to them personally and professionally. Will their role change? Will their performance be measured differently? Will they have a new boss or team?

Acknowledge that things will be different and that you appreciate the effort it will take to adjust. Because many employees will be anxious about their future with the company, understand that there will be an emotional component to their reaction to the change. Give them the good news (the specific benefits for them) and bad news (if any).

And, by all means, thank them for their cooperation, patience and continuing allegiance to the company.

#4.  Detail the General Change Process
Give employees the step-by-step plan for what’s going to happen and when. The more clearly they know what to expect, the more comfortable they will be with the process.

#5.  Get specific about what they need to do.
Once employees have the overall plan, they will want to know where they fit in. What actions must they take? This is where they need to be on board with the change and commit to it.

If there are some employees more necessary to the change than others, you can try to target and customize your communications so you keep them relevant to your audience.

#6.  Give Employees a Chance to Digest the Information, Ask Questions and Raise Concerns
This is the most critical step of all to keep employees engaged. Provide opportunities for two-way communication…where employees ask questions and get answers. A dedicated email link would work but we recommend face-to-face meetings as well.

Successful implementation requires a feeling of unity that comes from working together to reach the goal. Everyone must play their part from the C-Suite to the factory floor.

The Bottom Line
Change is a constant. Ease the transitions for your employees by communicating openly and honestly and encouraging their questions and commitment.  To learn more about change communication tips, Download our Change Management Toolkit for Leaders

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