Change is inevitable in any organization, but how you communicate it can make a big difference in how your employees react and adapt. Internal communication (IC) is the key to ensuring that your change initiatives are understood, supported, and implemented effectively. In this article, you will learn how to communicate change effectively through IC by following these six steps:
Before you start communicating, you need to have a clear vision of why the change is necessary, what it entails, and how it will affect your organization. This will help you craft a compelling and consistent message that aligns with your strategic goals and values. You also need to identify the stakeholders, risks, and benefits of the change, and how you will measure its success.
1. Leverage leadership communication. 2. Communicate with positive outcomes. 3. Show - What > Why > How flow 4. What's in it for me - communications need to have the purpose 5. Reiterate the message 6. Omnichannel presence 7. Find Livewires and communicate through them
Na minha experiência antes de iniciar a comunica??o sobre uma mudan?a, é essencial definir claramente a finalidade e o escopo da altera??o. Isso ajuda a criar uma mensagem convincente alinhada aos objetivos e valores estratégicos da organiza??o..
C'est impossible de savoir à l'avance ce que le changement implique vraiment ou comment il affectera l'organisation. ll vaut mieux communiquer ce que l'on sait plut?t que d'attendre d'être prêt. Sinon, ils équipes vont trouver eux-mêmes des réponses à leurs questions et ce ne sera pas forcément les bonnes. Communiquer souvent, dès le début des projets de changement, est souvent bien moins risqué que d'attendre d'avoir une information complète.
When defining the purpose and scope of a change, you must plan how, when, and where to communicate it to your employees. The type and scale of the change should be taken into account, as it will affect different departments, roles, and functions. Additionally, you should consider the audience and their needs, such as their questions and feedback. Furthermore, it is important to set communication objectives and outcomes to ensure that employees feel, think, and act in the desired way after receiving your message. Lastly, you should choose the best channels and tools to reach your employees effectively. Different media, formats, and platforms can be used to convey your message clearly.
Uma coisa que achei útil é planejar estrategicamente a comunica??o da mudan?a envolve n?o apenas escolher os melhores canais, mas também considerar o público-alvo, suas necessidades e os objetivos desejados após receber a mensagem.
When communicating a change, your message and tone should reflect the purpose and scope of the change, as well as your communication strategy and channels. Aim to create a clear, concise, and consistent message that explains why the change is important, its benefits and risks, the process of implementation, and the support available. Your tone should be respectful, empathetic, and transparent. Acknowledge any challenges that employees may face, show appreciation for their efforts, and avoid jargon or technical terms that could confuse or alienate them.
No trabalho ao criar a mensagem de comunica??o sobre a mudan?a, é crucial manter um tom respeitoso, empático e transparente, reconhecendo os desafios que os funcionários podem enfrentar e oferecendo suporte durante o processo de transi??o.
The way you deliver your communication message can have an impact on how your employees perceive and respond to the change. To ensure that they receive and understand your message, you should use a variety of communication channels and methods. You can hold face-to-face or virtual meetings and workshops to communicate the change, share information, and solicit feedback. You can also use interactive activities, such as brainstorming, role-playing, and simulations, to involve your employees in the change process and help them develop new skills and behaviors. Additionally, newsletters and intranet can be used to update employees on the progress of the change and highlight success stories and best practices. Surveys and polls can be used to gather employees' opinions, suggestions, and concerns about the change, measure their satisfaction and engagement, test their knowledge of the change, and identify any gaps or issues that need to be addressed.
Transmitir a mensagem de comunica??o de forma envolvente e interativa pode aumentar a compreens?o e aceita??o da mudan?a pelos funcionários, permitindo-lhes participar ativamente do processo.
Pour favoriser l'engagement, il faut des communications claires. Trop d'informations, trop de messages compliqués, et vous perdez votre audience. Il vaut mieux être simple et dire l'essentiel que vouloir tout dire.
To ensure that your communication is effective and meets your objectives and outcomes, you need to monitor and evaluate its impact and results. To do this, you should use a combination of quantitative and qualitative methods to collect and analyze data. Metrics and indicators, such as open rates, click-through rates, views, likes, comments, and shares can be used to measure the reach and engagement of your communication. Additionally, metrics such as retention rates, productivity rates, performance scores, and customer satisfaction scores can be used to measure the outcomes and benefits of the change. Feedback and testimonials can also be used to assess the perception and satisfaction of your employees with your communication. These could include surveys, interviews, focus groups, or reviews. Stories, quotes, and case studies can be used to showcase the experiences and achievements of your employees in the change process.
No trabalho Monitorar e avaliar continuamente a eficácia da comunica??o da mudan?a através de métricas quantitativas e qualitativas ajuda a ajustar e melhorar a abordagem conforme necessário para garantir que os objetivos sejam alcan?ados.
Based on your monitoring and evaluation results, you should identify the strengths and weaknesses of your communication, and make any necessary adjustments and improvements. You should also communicate the results and actions to your employees, and thank them for their participation and contribution. You should also celebrate the milestones and achievements of the change process, and recognize and reward your employees for their efforts and performance. Finally, you should continue to communicate and support your employees until the change is fully implemented and embedded in your organization.
Ajustar e melhorar a comunica??o da mudan?a com base nos resultados do monitoramento é essencial para manter a eficácia ao longo do tempo e garantir que os funcionários sejam apoiados durante todo o processo de mudan?a.
Num processo de mudan?a, fundamental preparar a lideran?a comunicadora que poderá dar contexto aos times, atribuir significado à mudan?a e apoiar com o esclarecimento de dúvidas. Um outro ponto relevante é ter clareza dos impactos da mudan?a e ser transparente sobre isso ao longo da jornada.
La puissance de votre communication dépend de la qualité du dialogue que vous aurez instaurer. Une bonne communication, c'est avant tout une communication à double sens. Il faut donner de l'espace aux questions, préoccupations et contributions.