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 Posté le: Mar Sep 17, 2013 4:24 am Sujet du message: social media |
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{Ask the experts: How can I effectively communicate significant changes throughout the company?}
Juanita Lohmeyer,[url=http://www.toms-shoes-sale.com]Toms Shoes Sale[/url], Tracey Wimperly and Beverley AttfieldTue Mar 5, 2013 12:01am PSTJuanita Lohmeyer: President and founder,[url=http://www.toms-shoes-sale.com]Toms Shoes Sale[/url],[url=http://www.toms-shoes-sale.com]Toms Shoes Outlet[/url], Forward Strategy GroupHenry Winkler said, “Assumptions are the termites of relationships.” This applies equally to our relationships throughout the company.When it comes to communicating significant changes,[url=http://www.toms-shoes-sale.com]Cheap Toms[/url], don’t assume your colleagues understand anything about the initiative beforehand. Even after you have communicated it, through one medium, people still need time to absorb,[url=http://www.toms-shoes-sale.com]Cheap Toms[/url], ask questions and hear it again. If you think you have communicated something effectively, do it a few more times in a different way. It may seem like over-communicating, but people don’t always hang on our every word … really!Key steps:Get them on your side early•Appoint someone as communication plan owner.•Involve key change champions, such as executives,[url=http://www.toms-shoes-sale.com]Toms Shoes Outlet[/url], steering group members, influential front-liners.•Be forthright about potential issues.Easy does it•Release information gradually, step by step, to allow people to digest it.•Be persistent and consistent to let it sink in.•Follow up and confirm that people understand.Variety is key•Determine your audience makeup and cater to different styles. Try email, face-to-face, phone calls, newsletters, workshops, social media, videos, etc.Keep running past the finish line•Ensure continued communication before and throughout the launch, including addressing challenges.•Communicate lessons learned.•Recognize and celebrate success.Follow these tips to ensure your company transitions run smoothly. You may even get the Fonz thumbs up and “Ay” from your team.Tracey Wimperly:Associate, Tekara Organizational EffectivenessWhen organizations impose change on employees, they are taken out of their comfort zones and experience a gamut of emotions ranging from curiosity and suspicion to fear. People struggle with change when they feel controlled and have no say in changes that affect them. What they need is information to sort through their thoughts and emotions.Organizations that manage change successfully recognize that they need their employees to help get them from the current state to the future, envisioned state. And they know that employees won’t jump aboard the change train until they have answers to these critical questions: what does all of this mean to me, how is the change going to affect my life and will I have any opportunity to influence decisions?A change communication strategy spells out the approach and methods that will be used to ensure employees are aware of and understand the change. The plan defines such elements as key messages, who has responsibility for delivering what messages, and what communication channels should be used.Communicating change is a leadership responsibility: it cannot be delegated. Senior management must use their power to convey a sense of purpose, energy and direction. They must motivate and inspire employees to trust them as they ask them to step into the unknown.Supervisors have a vital role in communicating change, too. All research shows that employees prefer to hear about changes from their immediate supervisor. The line manager is the person to whom the employee will turn to “shorten the line of sight” between the change initiative and what it means to the team and them personally.A change communication plan isn’t the only ingredient needed to guarantee successful change, but the lack of one will almost certainly guarantee failure.Beverley Attfield: Director of marketing and communications, Omicron Canada Inc.Change is often a complex and difficult undertaking and if not properly communicated, it can be much harder to reach a successful outcome. Effective communication is a powerful tool with which to implement and support change initiatives, and it can be achieved by employing these five Cs.•Clarity: Be clear and honest about what the change entails and how this will impact the organization as a whole as well as departments, teams and individuals. Keep your communication direct and concise, with emphasis on critical components, timing and purpose. Use simple language to cut through the clutter.•Consistency: Ensure that key messaging and associated actions are consistent. Centralize message creation and then deploy through key channels such as human resources, marketing and operations so that every part of the organization receives the same information at the same time. All change leaders should be briefed and prepared to speak and act consistently.•Connections: Encourage connections between individuals, teams and departments. Embrace change by introducing ways for people to identify with the change, such as creating an intranet or blog to invite discussion and participation. This builds trust and culture, which can result in a smoother transition.•Champions: Identify key individuals who will be champions for the change, and empower them to speak positively and regularly. Creating a positive environment for change can be achieved by key individuals at all levels across the organization.•Continuity: Keep communicating before, during and after the change. Change does not always proceed according to plan, but continuous communication will help dispel inaccurate information, reduce uncertainty and maintain focus on the goals.Tags: strategy and marketing, employee, social media
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