Post by account_disabled on Feb 11, 2024 2:43:40 GMT -7
If done poorly, employee resistance can last too long and seriously damage the organization. Since we all prefer the former let’s talk about how to communicate well during times of change. It has been said more than once that communicating once is never enough when it comes to change. Experts agree that to get your message to stick you have to communicate multiple times through multiple channels. We've all been distracted by emails from personal obligations or even scores from sporting events or the upcoming election.
Add to this the instinctive tendency of people to immediately worry about how change will affect them and you have a recipe for people hearing only some or even none of what you say. is to Bulgaria Email List communicate your message multiple times using channels that are familiar to your audience. Face-to-face meetings, reference emails, intranet or newsletter updates, articles and any other means employees rely on to stay informed. Managers are also conduits and are critical to playing their role in times of change.
As I mentioned in my last post employees want to hear directly from their managers about the impact of change so it is imperative that they own the information to share. Now that you're thinking about how to communicate let's consider the content of the message itself. Tailor your message to your audience When you put together your message, no matter what channel it’s delivered through and no matter how far along you are in the process, consider the following: Why is this change happening? How will the change directly impact employees? What are the benefits of change in general? People will resist change and this resistance will continue when they don't understand why the change is happening.
Add to this the instinctive tendency of people to immediately worry about how change will affect them and you have a recipe for people hearing only some or even none of what you say. is to Bulgaria Email List communicate your message multiple times using channels that are familiar to your audience. Face-to-face meetings, reference emails, intranet or newsletter updates, articles and any other means employees rely on to stay informed. Managers are also conduits and are critical to playing their role in times of change.
As I mentioned in my last post employees want to hear directly from their managers about the impact of change so it is imperative that they own the information to share. Now that you're thinking about how to communicate let's consider the content of the message itself. Tailor your message to your audience When you put together your message, no matter what channel it’s delivered through and no matter how far along you are in the process, consider the following: Why is this change happening? How will the change directly impact employees? What are the benefits of change in general? People will resist change and this resistance will continue when they don't understand why the change is happening.
