Change Communication - Communicate to Engage

COMMUNICATIONCHANGE

COMMUNICATE TO ENGAGE

WHYENGAGEMENT

IMPORTANT?

IS

SO

BETTER - Towers Watson, ‘2011 – 2012 Change

and Communication ROI Study Report’

ENGAGED EMPLOYEESPERFORM

“Organizations that are highly effective in both their

communication and change management practices are

more than twice as likely to significantly outperform

their peers.”

Adapted from Roger D’Aprix, Towers Perrin

QUESTIONSEMPLOYEES WANT

ANSWERED

DO I HAVE A JOB?HOW AM I DOING?

DOES ANYBODY CARE ABOUT ME?

HOW DO I CONTRIBUTE TO MY TEAM?HOW IS THE TEAM DOING?

HOW DOES THE TEAM CONTRIBUTE TO THE BUSINESS?

HOW CAN I HELP?

NAVIGATETIPS TO

CHANGE

Voids are bad.

Grind out ambiguity with

candid communications.

Tell the truth.

Encourage questions and

enable dialogue.

Maintain the customer as

central to the change

process.

Enlist and rely on your

managers and supervisors.

Generate results to sustain

the change process.

Balance integration. Ensure

representation /

participation from all

entities involved.

1.

2.

3.

7.

8.

9.

10.Beat the drum on the

rationale behind big

changes… over and over.

Always remember: “At the

end of the day you bet on

people, not strategies.”

– Larry Bossidy.

5.

Apply laser-sharp focus

and clarity to a short set

of simply, easy to

remember messages.

4.

Build disciplined

management and

communication processes

to support the change.

6.

HOWWILL

COMMUNICATE?YOU

HOW WILL YOU RESPOND TO QUESTIONS?

WHO WILL YOU TELL FIRST?

WHAT CHANNELS WILL YOU USE?

HOW WILL YOU FRAME YOUR MESSAGE?

WESUPPORTYOU WHEN…

• Communicating a shift in business strategy or organizational culture

• Restructuring teams or organizations

• Reaching for new levels of productivity and performance

• Coaching leaders or providing training for managers

• Gathering feedback and creating organizational dialogue

• Building a design solution to visualize a new direction or change

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