6 Change Communication Tips to Avoid Employee Disengagement

Change Communication Tips

Change Communication Tips that Work
Keeping employees engaged during times of organizational 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 field tested 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 and the timing of those messages.

Six Change Communication Tips to Keep Employees Engaged
Based upon decades of employee engagement training, here are six field tested 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 active 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 active discussion and 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.

Success requires a feeling of unity that comes from actively working together to reach a common 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

Comments are closed.

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

Phyllis Moracco
HR Director

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

Ken Boehm
VP of Human Resources

We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

Ivan Fukumoto
Senior HR Manager - Staffing, Training, & Development

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

Janice Passarello
Director of Human Resources

Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

Sarah Parks
Senior Project Manager

Hyperion

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
CEO

Edify

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

Cindee Van Vleck
Director Human Resources

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

Maya Paul
HR Director

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More