Communicating Change Can Misfire Unless You Prepare to Communicate Change
Organizational change can arouse all sorts of negative emotions from fear, to resentment, to sadness if it is not properly handled. How you communicate change can make all the difference in the way it is perceived by your workforce.
If you mismanage change initiatives from the people side of change, you risk missing your targets.
Don’t make the mistake of neglecting to adequately plan. You can always expect some resistance to change. But, with adequate preparation, you can increase the likelihood of meeting goals, and completing the change on budget and on time.
Better Prepare to Communicate Change
Change management consulting experts follow these tried and true tips to better prepare to communicate change.
Giving employees multiple opportunities to absorb and process the news reduces the possibility of their feeling undervalued.
Employees deserve to know why they will be going through the disruption and how the proposed solution will concretely improve things.
Give them the words and the tools to talk about the change and how it will be carried out at their team level.
Managers should know how to answer the more personal questions too. Every worker will want to know how the change will affect them personally. Will they be able to continue in their role? How will their job change?
The more individual attention and support employees receive, the less opportunity there is for anxiety and resentment to grow.
The Bottom Line
Don’t make the mistake many of our change management simulation participants make and sabotage your change initiative by poor communication at the front end. Thoughtfully consider and practice the people side of change so you give the plan a greater likelihood of success.
To learn more about how to better prepare to communicate change, download 5 Science-Backed Lenses of Change Leadership
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