 |
 |
 |
 |
 |
|
 |
 |
Snap – Internal Communications Solutions.
1
Hot Tips for Internal Communicators
Communicating Change
“Rumors are running rife, productivity is down and staff are in denial or
resistant!”
Like many internal communications, you may find that communicating change is a very demanding part
of your role. In today’s environment, change is a fact of life. Companies, resistant to change, risk losing
their competitive edge.
The process of change is complex. As human beings we often feel threatened by change. But the irony
is that without change we might still all be living in caves. We have to admit that change can be exciting
as well as challenging as it stimulates innovation and creativity. Good for business and good for us. The
question is, “Is it possible to assist in managing change without all the drama?”
Before engaging in communicating change, it is important to understand the psychology of change and
your role in the change process. Change needs to be effectively managed and communicated so that it is
embraced rather than rejected.
One of the more sensitive areas to manage is your senior management team. They may be driving the
change initiative, but may not be so good at communicating ideas in a way that is accessible to all staff.
They may not even have a framework for managing the change process. Part of your job is likely to be
supporting your key stakeholders and making it easy for them to communicate effectively to staff at all
levels.
How can I communicate change and minimise negative aspects of the
change process?
There are change management methodologies, which have proven to be successful when implementing
changes. These provide a framework for managing the change and change communications process.
Select processes that suit you and your company’s culture and that are appropriate to the type of change
you wish to implement. For further information on change management methodologies see Appendix A.
When researching change management, it doesn’t take long to learn about trust. It takes time to win
employee trust, which is the foundation of an employee’s commitment to the business. It takes time to
build it but only moments to destroy it. Signs that trust has been eroded include lower productivity, poor
morale, resistance to change, a strong rumor mill and good staff leaving. A good change management
process with effective, honest internal communications can avoid all this and make implementing changes
an exciting and rewarding challenge.
Ten top tips communicate change and minimise negativity
1.
Understand the psychology of change. Read more
2.
Think strategically and clarify your messages. Read more
3.
Listen. Read more
4.
Get engagement. Read more
5.
Get the right message to the right audience. Read more
6.
Communicate, communicate, communicate. Read more
7.
Use the right communication channels. Read more
8.
Use story telling to paint the picture. Read more
9.
Make it easy for management to communicate effectively. Read more
10. Measure results, celebrate success. Read more