5 elements of successful change communications

Change can be hard to adapt to for your employees, but your internal communications can make the transition smoother. 

We’ve previously talked about the psychology of change and how we each go through stages of emotions called ‘the change curve’. This stands true for any major changes in our lives, whether in our personal lives or workplace environment. These include shock and denial, anger and fear, bargaining, depression and acceptance.

Leading people through the change curve is complex, so it’s important to send different messages at different times, staying with your colleagues on the journey. How you communicate will help your colleagues navigate these emotions as smoothly as possible to reach a point of acceptance.

Here are some quick essentials to help with your change communications.

Plan ahead

Develop a change communications plan before announcing the news. Identify key messages, target audiences, timelines, and communication channels. This will save you time later down the line, and help you establish how your key audiences are likely to respond.

Choose the right timing

Avoid announcing changes during busy periods or moments of high stress. Choose a time when employees can focus on the information. There’s a higher chance that your important message will get lost in the rush of activity.

Tailor messages

Craft messages that address the concerns and interests of various employee groups. Personalise the communication to make it relevant to the different people in your audience. Remember that a one-size-fits-all approach may not be the most effective, especially when communicating sensitive topics.

Show empathy and sensitivity

Acknowledge that change can be challenging. Show empathy towards employees’ feelings and uncertainties and offer support throughout the transition. By showing empathy and sensitivity, you also show that you care about your employees and their wellbeing.

Address concerns

Anticipate potential resistance or concerns and address them proactively. This shows that you’ve considered employees’ perspectives and are prepared to help them navigate the change. Approach conversations willingly and openly, rather than shutting them down.

If you want to see our full roundup of change communications tips, check out mastering change communications.

Our team are experts at crafting engaging change communications. If you’d like our support, schedule a 30-minute discovery call with us.

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