Change communication is a critical aspect of any organisational transformation. Effective communication can help to ensure a smooth transition and minimise resistance to change. Despite the maturity of the change management industry, many organisations still struggle with change communication. In this blog post, we will discuss three common pitfalls to avoid in change communication.
1. Over communicating
One of the most common mistakes organisations make in change communication is over communicating. While it is important to keep employees informed about the change process, too much information can be overwhelming and counterproductive. When employees are bombarded with messages, they may tune out and miss important details.
Organisations can tend to view communication as the pillar of change management, and therefore can be tempted to run at communications too early - employees don't need to receive communications before there is anything much to say.
Instead of over communicating, focus on planning. Keep communications in line with delivery and let the schedule lead the communications, not the other way around. Then, when ready to communicate, deliver clear and concise messages that are tailored to the specific needs of your audience. Use a variety of communication channels, such as email, intranet, and town hall meetings, to reach employees who may not be checking their work email regularly.
2. Ignoring Emotions
Change can be a stressful and emotional experience for employees. It's important to acknowledge and address their concerns and fears. If employees and impacted groups feel that their emotions are being ignored, they're more likely to resist change.
Create opportunities for employees to share their thoughts and feelings about the change. This could include holding focus groups, conducting surveys, or simply providing anonymous feedback channels. By listening to employees' concerns, you can address them proactively and build trust and support for the change.
3. Failing to Involve Stakeholders
Another common mistake in change communication is failing to involve stakeholders early on. Stakeholders include employees, managers, customers, and other individuals who are affected by the change; or who have the ability to interrupt its progress. If stakeholders are not involved in the change process, they may feel left out and resentful.
Involve stakeholders in planning, decision-making, and implementation. This will help to ensure that their needs and concerns are taken into account. It will also help to build buy-in and support for the change.
Common Pitfalls to Avoid in Change Communication
By avoiding these common pitfalls, organisations can improve their change communication efforts and increase the chances of a successful transition. To discuss improving your change communication skills, or for assistance with change communications in your organisation, book in a free consultation.
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