Communication in change Management

Communicate proper message to the lower levels of the organization Make participants aware of the change process to avoid negative attitude Apply an effective communication to seamlessly communicate and implement change in an organization

Prerequisites for effective communication

The individual sending the message must present the message clearly, in details and radiate integrity and authenticity. The person receiving the message must decide to listen, ask questions for clarity, and trust the sender of the message. The delivery method chosen must suit the circumstances and the needs of both the sender and the receiver. The content of the message has to resonate and connect, on some level, with the already-held beliefs of the receiver.

Key Principles and pitfalls to avoid in organizational communications

Redundancy of message and medium Face-to-face communication is most effective due to the following reasons The supervisor is a key communicator

Strategies to communicate change management

Necessary processes in change management for a Written Communication Plan

Communicate consistently, frequently, and through multiple channels, including speaking, writing, video, training, focus groups, bulletin boards, Intranets, and more about the change. Provide significant amounts of time for people to ask questions, request clarification, and provide input. Clearly communicate the vision, the mission, and the objectives of the change management Effort.

Communicate the reasons for the changes in such a way that people understand the context, the purpose, and the need.

Employee Involvement for change communication

Create a plan for involving as many people (employees) as possible, as early as possible, in the change process. Build measurement systems into the change process that tell people when they are succeeding or failing. Help employees feel as if they are involved in a change management process that is larger than themselves by taking these actions to effectively involve employees in change management.

Role of communication to build support for change

Provide as much information as possible, to as many employees as possible, about the business and communicate to altering mind set. Create urgency around the need to change. The management needs to project, for the workforce, what will happen if it doesnt make the needed changes. Align the informal structures and networks in the organization with the desired changes. Align all organizational systems to support needed changes.