Changes are unpleasant either for managers or employees. However, you can manage them and use them to achieve better results. The key is the manager responsible for managing the change to realize that there is no perfect way to communicate a change. It is simply necessary to encourage open communication in both directions. The following steps will help you.
Speak clearly
Communicate information to employees so that they understand. Beware of jargon and too vague expressions. You need to know what is the purpose of the whole process of change.
Find out the details
Employees need to hear from you why the change occurs. You therefore have to learn the details in advance and only then come to your people with the fact that there must be a change.
Do not hesitate to share information
Employees should learn about the change from no other source than you. Inform them, therefore, as soon as possible. At the same time, be careful not to unnecessarily overload them with irrelevant information.
Do not underestimate the amount of time required to implement the change
Old habits die hard and your people need time. You cannot expect changes immediately.
Communicate via more channels
For example, e-mails can easily be lost or overlooked. Managers should therefore work with multiple media to make sure that their subordinates have all the necessary information.
Do not confuse processes with communication
Processes related to the implementation of the change, including eg. meetings, can be effective communication tools. However, it is necessary to work with them in the context of the change communication which should have a clear pre-defined content.
Allow employee engagement
The opportunity to share concerns, ask questions and come up with their own ideas can facilitate the adoption of the changes among employees. Give them the possibility to speak and actively participate in the change process.
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