Change communication is essential during change. Managing change processes successfully is vital for an organizations’ survival and employee buy-in. Research reported in Corporate Communications: An International Journal, found that a well-planned and executed change communication strategy is essential for successful change. This requires a three-pronged approach:
- an understanding of individual dispositions and open dialogue
- organizational context and climate
- change communication
Internal communication is the super power that holds the organization and its people together in times of change. Creating trust is foundational. Effective change communication will be:
- transparent, clear steps
- offer opportunity to participate in the change process
Often, Management has been planning and living with the change so long they forget that they need to wait for others to catch up. Employees require time to accept and adapt. Communication makes space and creates dialogue in order to reduce resistance and generate support.
Employees feel all kinds of ways about change: [NOTE: WOULD LOVE 4 COLUMNS HERE]
Approaching change communication with an understanding of the range of emotional reactions helps change happen more smoothly. It comes down to a person’s understanding of what the change means for them, personally. The majority of employees welcome change when they perceive the motives as beneficial. When employees feel valued, change becomes easier. For example, it may be a signal that the organization is staying up-to-date, which can represent opportunities to grow. Change that incorporates dialogue between the organization and its employees, instead of only a top-down order, is imperative to successful transformation.
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