The 4 Stage Guide for Communicating Through Change

Simon Sinek said it best when he said “People don’t buy what you do, they buy why you do it.” It’s true of our customers and it’s true of the people we bring into our workforce. If your company doesn’t have a true north and a solid plan for conveying that internally and externally, your workplace suffers. Because communication is what brings our connection to the people around us and the world we live in, to life.?

As a leader, it’s up to you to understand what motivates your employees as much as your customers and help them navigate the Great Reshuffle––from losing beloved coworkers, to added work, to shifting roles and leadership. It’s a lot, and learning how to navigate those needs and move forward in the ever-changing world of The Great Reshuffle is a key sign of a strong leader and healthy company. We’ve created a guide to help you communicate through change. Read on!?

Stage 1: Denial

When the idea of change is broached, some people prefer to put their head in the sand. Maybe they’re too busy with current work to focus on the upcoming change. If one of your team members is withdrawing from these conversations, focusing on the past, or acting confused, they’re probably stuck in denial. Help them by over-communicating.

Stage 2: Resistance?

Even though your team member now knows what’s happening, that doesn’t mean they’ll be bought in, especially with a big upheaval like re-evaluating remote work routines. There will likely be some resistance. They might complain about the new order, blame others, or even try to stop it. This isn’t the time to advocate for the change; instead, listen to their concerns and give them an outlet for how they’re feeling.?

Stage 3: Exploration

Once they’ve gotten past their resistance to the change, they’re going to need support. What does your team member need to not just accept the change, but embrace it? This might mean providing training, teaching new skills, or just offering help and advice. Most importantly, ask them for their thoughts and needs – if they have a stake in this change, they’re more likely to get behind it and maybe even advocate for it in the future.

Stage 4: Commitment

This team member has moved past their initial concerns and is actively participating in making this change smooth and successful. It’s time to recognize this newfound commitment. Celebrate their success – not just in a 1:1 setting but with the wider team – and turn them into a resource for other people stuck in the earlier stages of dealing with change.