登录查看更多内容

How can you transparently and respectfully communicate changes to employees?

由人工智能和领英社区提供技术支持

Changes are inevitable in any organization, but how you communicate them to your employees can make a big difference in their engagement, trust, and satisfaction. Whether you are introducing a new policy, restructuring a team, or implementing a new system, you need to be transparent and respectful in your communication. Here are some tips on how to do that effectively.

此文章中的业界达人

由社区从 6 条内容中精选。了解更多

Krisha Pereira

Goa Institute of Management (G.I.M.) | Ex T.I.M.E.
Karyn Cullen (She/Her)

Experienced change manager living life intensely without regard for age

1 Explain the why and the what

Before you announce any change, make sure you have a clear and compelling reason for it. Explain how the change aligns with the organization's vision, goals, and values, and how it will benefit the employees and the customers. Also, provide as much detail as possible about what the change entails, how it will affect the employees' roles, responsibilities, and expectations, and what support and resources will be available to help them adapt.

添加您的观点

Karyn Cullen (She/Her)

Experienced change manager living life intensely without regard for age
举报内容
The ‘big picture’ lends perspective to individual scenarios - maybe not all employees benefit to the same extent from the change, maybe the collective benefit outweighs any downsides for individuals - only an honest acknowledgment of this along with the wider narrative can attract commitment in these circumstances.

已翻译

赞

2 Choose the right channels and timing

Depending on the nature and scope of the change, you may need to use different channels and timing to communicate it to your employees. For example, you may want to use a face-to-face meeting, a video call, or a webinar for major changes that require dialogue and feedback, and an email, a newsletter, or an intranet post for minor changes that only need information. You may also want to consider the best time to deliver the message, such as before or after a busy period, or at the beginning or end of a week.

添加您的观点

Karyn Cullen (She/Her)

Experienced change manager living life intensely without regard for age
举报内容
Carefully consider the role of town halls in a change communication plan. While this is efficient for the presenters to reach many people at once, it is a demanding task to address a wide range of stakeholders at the same time. Few succeed. The audience may leave confused as to the impact on them as individuals and overwhelmed with information. Ask yourself whether a town hall will effectively drill down into the detail the audience craves. I suggest reserving the town hall for organisational updates and strategy developments.

已翻译

赞

3 Invite questions and feedback

One of the best ways to show respect and transparency to your employees is to invite their questions and feedback. Encourage them to share their concerns, doubts, suggestions, and opinions, and listen to them attentively and empathetically. Acknowledge their emotions and perspectives, and address their issues honestly and constructively. You may not be able to answer all their questions or accommodate all their feedback, but you can show them that you value their input and involvement.

添加您的观点

Karyn Cullen (She/Her)

Experienced change manager living life intensely without regard for age
举报内容
Taking key influencers into the project team in an advisory role can articulate the regard in which you hold employees’ input. Co-creation sends a powerful message about the value of their input and respect for their opinions.

已翻译

赞

4 Provide regular updates and follow-ups

Communication does not end with the announcement of the change. You need to provide regular updates and follow-ups to your employees throughout the change process. Keep them informed of the progress, the challenges, the achievements, and the next steps. Recognize and celebrate their efforts and contributions, and provide them with constructive feedback and coaching. Also, check in with them frequently to see how they are coping and feeling, and offer them support and assistance as needed.

添加您的观点

Karyn Cullen (She/Her)

Experienced change manager living life intensely without regard for age
举报内容
A proactive way to provide support is to provide a direct means to contact leadership to provide feedback and ask questions; then develop an FAQ resource from the useful exchanges. This tool allows the contact to be initiated by the employee at a time that suits them when their question/feedback is important to them. This demonstrates respect for their time and priorities instead of always pushing and delivering communications and follow ups on the timetable of leadership.

已翻译

赞

5 Be consistent and authentic

Finally, you need to be consistent and authentic in your communication. Make sure that your words and actions match, and that you follow through on your promises and commitments. Avoid sending mixed or contradictory messages, or withholding or hiding information. Be honest, open, and respectful, and show your employees that you care about them and their success. By doing so, you can build trust and credibility, and foster a positive and collaborative culture.

添加您的观点

Karyn Cullen (She/Her)

Experienced change manager living life intensely without regard for age
举报内容
The most important requirement to build a trusting relationship is to ‘make sure that your words and actions match’, or to ‘walk the talk’. Trust is hard won and too easily lost. Don’t just listen, act. Don’t change a business model without considering whether current KPIs are appropriate. Don’t expect compliance without delivering effective training. And finally I suggest always under-promise and over-deliver in a change project. Constantly surprising the stakeholders with more than expected reinforces a positive environment within which trust can grow.

已翻译

赞

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?

添加您的观点

Krisha Pereira

Goa Institute of Management (G.I.M.) | Ex T.I.M.E.
举报内容
Plan and Prepare: Before communicating any changes, gather all relevant information and plan the announcement carefully. Understand the rationale behind the changes and the potential impact on employees. Show Empathy and Compassion: Recognize that change can be unsettling and create anxiety. Show empathy by acknowledging employees' feelings and concerns. Express your understanding and willingness to support them through the transition. Encourage Questions and Feedback: Create opportunities for employees to ask questions and provide feedback through open channels for them to express their thoughts and concerns. Offer information about resources available to help employees adapt to the changes.

已翻译

赞

Employee Relations

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

How can you transparently and respectfully communicate changes to employees?

1

2

3

4

5

6

1 Explain the why and the what

2 Choose the right channels and timing

3 Invite questions and feedback

4 Provide regular updates and follow-ups

5 Be consistent and authentic

6 Here’s what else to consider

Employee Relations

给文章评分

感谢您的反馈

更多Employee Relations相关文章

更多相关阅读内容

How can you transparently and respectfully communicate changes to employees?

1

2

3

4

5

6

1 Explain the why and the what

2 Choose the right channels and timing

3 Invite questions and feedback

4 Provide regular updates and follow-ups

5 Be consistent and authentic

6 Here’s what else to consider

Employee Relations

给文章评分

感谢您的反馈

查看其他技能