For many, change is a scary, gaping hole ready to swallow anyone who dares to cross it. Help your company to successfully navigate change with these seven lessons on effective change communications.
It’s no secret that the rate of change in business is accelerating fast. In 2017 alone, Australian mergers and acquisitions were worth *USD 92.4 billion. This shifting work-landscape means companies must continue to adapt how they do business.
The problem is, we’re hard-wired to resist change. Most people prefer to keep the status quo, avoiding change even at the cost of high gains. Resistance to change negatively impacts morale, productivity, staff turnover and, ultimately, business results.
So, how can you communicate change in a way that keeps staff engaged and ensures a seamless transition? Master these seven lessons:
Set a clear destination
Explain how the change bridges strategic gaps or how it helps you to navigate market pressures. Take the direct route, no spin and no scenic drives. This inspires confidence in the path you’re taking because, without trust, change fails.
Walk through the benefits
Your team’s first concern is themselves. Convince them of the change’s merits by spelling out individual benefits. Not good news for some? Be honest, supportive and do everything you can to offer them a smooth transition.
Map out the what, when and how
Share details about what’s changing, the timeframes and how it’s going to happen. If people can see that you’ve built a solid bridge, they won’t be so afraid to cross the gap between current and future state.
Signpost the call to action
There’s enough uncertainty during change, don’t leave your people guessing what they need to do to support the transition.
Track success and let staff follow its progress
Communicate how you’ll measure the results of the change. Tell staff how they can monitor the progress so that they can see the value of their efforts.
Provide two-way communication channels
There’s no alternative to a listening ear during a tough time. Open your communication lines so staff can be heard. Above all, avoid dead-end communications by responding quickly to their feedback. You can never over communicate when change is involved.
Drive the change
Nobody’s crossing the change bridge if you’re flying to the destination. As an important role model, you are hugely influential. Make sure your actions, words and decisions reflect how vital the transformation is.
Drive your change communications by being honest, specific and clear. Role-model the change, keep a gauge on success and let staff provide feedback to make that big gap less scary.
About Victoria
Victoria believes that great communication has the power to change the world. She's passionate about helping organisations to lift their profiles, inspire action and achieve remarkable results by crafting and delivering their stories and messages in a clear, compelling and persuasive way. If you've got a question about how to produce high-quality communication plans or content, you can contact Victoria here or connect with her on LinkedIn.
*The Australian Financial Review, Gallup Business Journal.