Organisational change is inevitable from time to time. It allows businesses to grow, improve and respond better to customer demands. Most of the time, this means approaching structure, culture, company policy, and your people in a new way.
How your organisation responds to change is down to how you communicate with your people and help them to adapt.
This article outlines some practical and helpful steps which businesses can take to help allay employee fears’ head on and keep them motivated and engaged throughout the process.
Strong internal communications
Anxiety and stress are often derived from uncertainty. Any change, whether big or small, can cause employees to be worried about their job security and how their day to day role might change as a result of organisational change.
Effective and transparent internal communication has a vital role to play when it comes to heading off this uncertainty.
When change happens, whether it be a restructure, a merger or a buy-out, try to clearly define the change and ensure you have a clear reason why the change is required. Try to link any change to your organisation’s mission or vision so they understand the reasons behind doing things differently. Tell employees what’s in it for them and do so in a caring and personalised way to help people feel encouraged and reassured.
A clear communication strategy should include key messages about what the change is going to deliver, who it effects the most and a clear timeline about what is happening and when.
Determine the most effective communication channel
Depending on the severity of the change, you should decide how best to communicate it with your employees. There should also be opportunity for your people to ask questions and give feedback so that they feel listened to. Employees may need time to digest what they are being told and may need a day or two to consider questions and concerns.
If line managers are communicating the change to their individual teams, make sure they have the tools and messages to communicate consistently and effectively, and in line with the rest of the organisation.
Set expectations
A new way of working might mean changes to the way people work, new objectives and reporting structures.
Whilst these may take time to implement, you can set expectations of how these might be changing in the future so they can clearly see the road ahead.
Being direct, honest and clear about what is happening at every step during organisational change will help build trust and respect, and will ultimately allow them adapt through any transition smoothly.
Is your business going through a period of organisation change? We can help set expectations and educate those involved by ensuring a comprehensive plan is laid out every time change is on the agenda. Contact us today for a consultation.
