How do you keep employees informed about organizational changes?

1 Why communication matters

Communication is essential for any successful change management process. It helps you create a shared vision, address concerns, and foster trust among your employees. Communication also reduces uncertainty, confusion, and resistance, which can negatively impact productivity, morale, and retention. By communicating organizational changes effectively, you can ensure that your employees understand the reasons, benefits, and implications of the change, and how it affects their roles and responsibilities.

2 How to plan your communication

Before you announce any organizational change, it's important to plan your communication carefully. You should consider the scope and impact of the change, the audience and stakeholders, the message and objectives, the channels and methods, and the timeline and frequency. How big and complex is the change? Who are the key people involved or affected by it? What are the main points you want to convey? What are the best tools and platforms to reach your audience? When will you communicate the change? How will you coordinate and align your communication with other activities and events? Taking into account these aspects can help ensure that your employees understand the change, its impact, and how they should respond.

4 How to follow up and update

Communication does not end with the announcement; you need to maintain regular and consistent communication throughout the change process, keeping your employees informed, involved, and motivated. You should provide updates and progress reports, solicit feedback and input, address issues and concerns, and recognize and reward your employees. Share relevant and timely information about the status of the change process, ask for their opinions and suggestions on how to improve it, monitor any issues or concerns that arise, provide solutions and alternatives, celebrate wins, learn from losses, show gratitude and appreciation, and foster a positive culture.

5 How to evaluate and learn

Communication is also essential after the change is implemented. You need to evaluate and learn from the communication process, and identify its strengths and weaknesses, as well as best practices and lessons learned. Measure and report the results and outcomes of the change and the communication process with quantitative and qualitative data. Review and reflect on the communication process, assessing what worked well and what didn't, while gathering feedback from employees. Finally, improve and innovate your communication strategies based on your evaluation and learning. Seek new ways to communicate effectively with your employees, keeping them informed, engaged, and motivated.

6 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?