changemanagementguru Internal Communication Strategy

5 Ways to Improve your Employee Communication Strategy in 2023

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Change can be stressful and unsettling for employees, so it’s important to effectively communicate the rationale for the change and how it will affect them. A common way people can get disengaged, frustrated and unproductive in the workplace is to not understand how their work connects to the bigger goals of the organization. Similarly, a thoughtful communication strategy can help to avoid issues like delayed project milestones, incorrect rumor swirl, or employee confusion.

1. Review your communication plan with a project or leadership team

Make sure you’re not working in a silo. Project team members can give excellent feedback and inputs about which tactics are effective, and the needs of their teams.

2. Align communication with critical project milestones

Ensure communications are happening before project milestones! This is particularly important if the change is visible (remember, the absence of information usually leads to assumptions being made!) or if action if required. As an example, it can often be useful to communicate with managers or certain stakeholders a few weeks before the general employee population. Communicating with these groups earlier allows them to adjust to the change and ready themselves to discuss and prepare their teams.

3. Create two-way communication opportunities

Consider how to enable two-way communication between your customer and the project team. How do employees go about asking questions or raising concerns? Could you set up a Q&A forum, in-person or virtually? How can communications like emails be supplemented with chats, in-person meetings, or visuals?

4. Ensure you’re communicating enough

A rule of marketing states that a customer needs to hear about something SEVEN times before taking action. Are you taking advantage of all the available communication channels to ensure your employees have the information they need? Consider the timing of communications too to allow employees to have enough time to digest and react to a change announcement before anything is expected of them.

5. Switch up your communication tactics

Use a variety of channels to ensure that everyone has access to the necessary information, and be transparent and open in your communication. Different learning styles, different personalities, and different generations all have preferences in communication styles.

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How to create a Communication Plan for a change project

This customizable Google Sheets template will allow you to capture the complexity of cross-functional change communication. Download below.

Read this: Why a communication plan is critical to your project

Best Practices:

Review Communication Plan & Tactics with Project Team

Ensure communications are happening before project milestones, particularly when they are visible to employees or action is required.

Consider how to enable two-way communication between your customer and the project team. Do they have department contacts for questions? Could you set up a Q&A forum, in-person or virtually?

A rule of marketing states that a customer needs to hear about something SEVEN times before taking action. Are you taking advantage of all the available communication channels to ensure your employees have the information they need?

Use a variety of channels to ensure that everyone has access to the necessary information, and be transparent and open in your communication.

We will email you a link to a customizable Communication Plan Template.

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Overcoming Resistance to Change: Strategies and Techniques

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Change can be difficult for many people, and it’s common for individuals to resist change in some form or another. Understanding the reasons behind resistance to change and having strategies in place to address it can help to increase the chances of success for your change initiatives.

Here are some strategies and techniques for overcoming resistance to change:

  1. Communicate clearly and transparently. People often resist change when they don’t understand the rationale behind it or how it will affect them. Make sure to clearly communicate the purpose and benefits of the change, and be transparent about how it will be implemented.
  2. Engage and involve stakeholders. Change is more likely to be successful when it is embraced and supported by key stakeholders. Engage with employees, customers, and other stakeholders early on in the process to ensure that their concerns and input are taken into consideration.
  3. Address and overcome fears and concerns. People often resist change out of fear or concern for their job security, their status within the organization, or other issues. Address these concerns openly and honestly, and provide reassurance and support as needed.
  4. Foster a culture of continuous learning and improvement. A culture of continuous learning and improvement can help to reduce resistance to change by creating an environment where change is seen as a natural and ongoing part of the work process. Encourage employees to embrace a learning mindset and provide them with the resources and support they need to continuously learn and improve.
  5. Provide training and support. People may resist change if they don’t feel adequately prepared or supported to handle it. Consider providing training and support to help employees adapt to the change and build the skills and competencies they need to be successful.
  6. Foster a sense of ownership and accountability. When people feel a sense of ownership and accountability for the change, they are more likely to embrace it and support its implementation. Encourage employees to take ownership of their work and their role in the organization, and hold them accountable for continuously improving their skills and performance.

By following these strategies and techniques, you can increase the chances of success and effectively navigate the complexities of overcoming resistance to change.