3 Tips to Communicate with Employees About Organisational Changes
Written by Max Loong, Assistant Marketing Manager - Reeracoen Singapore
2020 is a year of constant changes; from implementing work from home arrangements to adopting digital solutions to the way we work. With even more changes to expect such as the recent Singapore workplace guidelines in effect on 28 September 2020, it is no wonder why some are stressful to adapt at work.
As creatures of habit, we humans often struggle to incorporate new changes in our routines – even if it’s beneficial -- because we prefer to seek out that which makes us feel good, secure and comfortable.
So how can leaders overcome this and implement necessary change to their organisations? Communication.
A company’s approach to employee engagement is just as critical to the success of the actual implementation of the change itself. When done effectively, thoughtful and strategic communications can increase employee engagement by helping to make clear how their contributions impact the organization.
Here are what you need to know when you communicate the change to your employees.
- Communicate your Why/What/How
Why is this change necessary? Why now?
What will be the change? What does change hope to achieve? What is in it for the employees?
How will it affect your employees in the way they work?
These are only some questions that you need to ponder through before communicating change. Essentially it is about being completely honest and transparent because your employees deserve that level of respect.
- Empower leaders to lead through change
Leaders need to feel confident leading through change as well, as they will encounter more pressure to provide a better answer to support their teams. How your managers react to change will impact your employees and their engagement too.
To empower leaders and managers, provide them not only with information and resources but also how to be an effective leader to navigate through change, and how to address areas resistance.
- Involve employees in the conversation
Change requires two-way communication. Cultivate an environment where employees feel secure, give employees a chance to digest the information, ask questions and raise concerns. This two-way communication reminds employees that their input is valued, especially if the changes are ones that will affect their lives.
Change is necessary, constant and complicated. Being able to effectively lead change within your organization is crucial – and impacts more your culture and your bottom line. So next time if you are facing a possible organisational change, be sure to inspire, inform, empower, and engage your teams - and successfully lead them to into the future.