The goal is to keep employees engaged and aligned with the company’s culture when facing a process of change in the organization.
1. Communicate the reasons for change openly and honestly
- Make sure that all employees understand the reasons for change: this will vanish any suspicion that there is a problem you are trying to hide.
- Avoid encouraging gossip and rumors by being transparent and truthful.
2. Changes should be communicated from top to bottom
- When changes are significant they require commitment and participation guided by a consistent leadership model.
- Employees expect to be informed about the current situation of the organization and about the problems which the leaders are facing.
3. Explain to employees how changes will affect them
- They want to know what a change will mean for them personally and professionally: Does it affect their role? Will their performance be measured differently? Will they have a new boss or team?
- You must understand the emotional component of the employees’ reaction to change: many of them will be anxious about their future.
4. Explain the process in detail
- Communicate the plan step by step of what will happen and when. The more clearly they know what to expect, the more comfortable they will be with the process.
- Share what you know, what you don’t know yet and when you expect to fill in the gaps.
5. Give employees the opportunity to ask questions and raise concerns
- In order to keep employees engaged, communication must be bidirectional: employees expect their doubts and concerns to be solved and addressed.
- An anonymous survey can help to know the employees’ main concerns; however, a face-to-face meeting is always preferable.
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