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Here's how you can effectively communicate change to employees and keep them engaged.

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Change is a constant in the business world, and how you communicate these changes to your employees can significantly impact their engagement and the overall success of the transition. Whether it's a shift in company strategy, a merger or acquisition, or the implementation of new technologies, keeping your team informed and involved is crucial. By applying effective communication strategies, you can ensure that your employees feel valued and are on board with the new developments within your organization.

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1 Clarity First

When announcing change, clarity is paramount. You need to articulate the what, why, and how of the changes to prevent misinformation and anxiety. Explain the reasons behind the change and how it will benefit both the organization and your employees. Avoid jargon and be as transparent as possible about the implications of the change. If there are uncertainties, acknowledge them. This honesty will build trust and make employees feel respected and involved in the process.

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Lee Geak Tan

Dhamma School Principal cum Retiree
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I find a lot of support when there's clarity on why the change, what happens if change do not happen, what and how it will benefit each of them, to them specifically if they embrace the change.

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Kaushal Joshi

International Development Master's Student, Chulalongkorn University
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Clarity is an important tool while communicating a change to the employees. Acknowledging the challenges, explaining the resolutions (if made), and double checking just to be (again) clear are all necessary.

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2 Timing Matters

The timing of your communication is just as important as the message itself. You should inform your employees about changes as soon as possible to avoid rumors and speculation. However, ensure that you have all the necessary information and a clear plan before making the announcement. This balance will help maintain stability within your team while also giving them enough time to adjust to the new information.

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Lee Geak Tan

Dhamma School Principal cum Retiree
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Yes, let them know as soon as possible and be honest where information is not fully available and that they will be kept updated. if change impact is significant, schedule regular updates for all to be kept in the know. These sessions should be both ways ie with opportunities for Q&A's. and if needed, 1 on 1 sessions too.

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3 Two-Way Dialogue

Encourage a two-way dialogue by creating opportunities for employees to ask questions and express their concerns. This could be through Q&A sessions, feedback forms, or open discussions. By actively listening to your employees, you can address their concerns, gather valuable feedback, and make them feel heard. This engagement is essential for maintaining morale and commitment during times of change.

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Weslie Ricks, MSHRM

Global Accessibility | Disability Consultant | Board Member | MS in HR | Neurodiversity
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People are more willing to adopt something they feel a part of. Companies that historically just bark commands and expect their employees to adopt and adapt see less adoption. If you want employees to buy in, bring them on the journey. Make them feel the excitement of what the change will bring and build.

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Kaushal Joshi

International Development Master's Student, Chulalongkorn University
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Two-way dialogues should be encouraged more within workspaces especially after announcing the changes that have occurred. Yes, definitely there should be a time and place but they should be readily available, safely organized, and understanding.

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4 Consistent Updates

Keep the lines of communication open by providing regular updates. Even if there's no new information, check in with your team to reinforce that they are not being left in the dark. Consistent communication helps to build a sense of security and demonstrates that you value your employees' need for information. This approach can also prevent the spread of rumors and misinformation.

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Kaushal Joshi

International Development Master's Student, Chulalongkorn University
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Consistent Updates help a lot. Especially if a situation is ever evolving and changing at a rapid pace, you want to make sure that you are not keeping the team out of loop. Even just a quick team huddle just to share updates when they come help as well.

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5 Empower Advocates

Identify and empower key influencers within your team who can act as change advocates. These individuals can help disseminate information, clarify doubts, and positively influence their peers' attitudes towards the change. By having advocates at different levels within the organization, you ensure that the message of change is not only coming from the top but is also echoed throughout the company.

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6 Training Support

Finally, provide the necessary training and support to help employees adapt to the change. Whether it's new skills, processes, or technology, ensuring that your team is well-equipped to handle the changes will ease the transition. Offering adequate training shows that you are invested in your employees' growth and success, which can significantly boost engagement and morale during times of change.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Karyn Cullen (She/Her)

Experienced change manager living life intensely without regard for age
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As an ideal, try not to ‘communicate’ change, but instead keep staff in the loop from the outset when the idea is formed; invite co-creation; invite those who are prepared to participate to be constant communicators, alongside managers. Any announcement’ of change when it is already settled will attract cynicism which is very hard to wind back no matter how skilled the communication specialist! If a strategy for the organisation is linked to a concept requiring change and the offer is made to cocreate the required change and communication throughout this process is consistent, no ‘announcement’ is necessary; the communication plan continues. You will of course need a change management skill set to commence all change steps from the outset

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Kaushal Joshi

International Development Master's Student, Chulalongkorn University
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Being there for the employees especially during the transitional phase and right after the change is very important. Sometimes all you need is a voice that says "I am here for support" and you want to make sure the employees feel safe and heard during the converdations.

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Karyn Cullen (She/Her)

Experienced change manager living life intensely without regard for age
举报内容
As an ideal, try not to ‘communicate’ change, but instead keep staff in the loop from the outset when the idea is formed; invite co-creation; invite those who are prepared to participate to be constant communicators, alongside managers. Any announcement’ of change when it is already settled will attract cynicism which is very hard to wind back no matter how skilled the communication specialist! If a strategy for the organisation is linked to a concept requiring change and the offer is made to cocreate the required change and communication throughout this process is consistent, no ‘announcement’ is necessary; the communication plan continues. You will of course need a change management skill set to commence all change steps from the outset

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Here's how you can effectively communicate change to employees and keep them engaged.

1

2

3

4

5

6

7

1 Clarity First

2 Timing Matters

3 Two-Way Dialogue

4 Consistent Updates

5 Empower Advocates

6 Training Support

7 Here’s what else to consider

Business Communications

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Here's how you can effectively communicate change to employees and keep them engaged.

1

2

3

4

5

6

7

1 Clarity First

2 Timing Matters

3 Two-Way Dialogue

4 Consistent Updates

5 Empower Advocates

6 Training Support

7 Here’s what else to consider

Business Communications

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