|
|
|
August 1, 2005
You’ve Decided to Change—Now When Do You Tell Everyone?
During most large change initiatives there is usually a struggle between making an announcement about the change and not having all of the details finalized and approved.
Let’s face it. Change is messy and it’s not the most comfortable time for those involved. So, when is the best time to get in front of employees with an announcement? Sooner is always better than later. As soon as major decisions have been made and you’ve started to involve others beyond the senior executive circle, it’s time to start.
As communication professionals, we understand that timing is everything but leaders and managers often stall the best communication plans. It requires a lot of work to ensure both sides—senior management and employees—feel a sense of control over the situation. Here’s how you can respond to the classic arguments for delaying or withholding information.
| The change team and/or senior management says…. |
How you might respond |
The Missing Details Syndrome
“We can’t tell employees yet. Major decisions won’t be made for another six months.”
|
- “This is a great opportunity to involve employees in the change initiative by using their great ideas to make needed changes.”
- “Employees usually turn to their manager as a trusted source of information during a major change. By starting our communication plan immediately, we can get managers ready—engage them in their communication responsibility and build their knowledge of the change.”
|
The Productivity Factor
“There will be layoffs. Let’s not tell anyone until the day before. We need to keep the business running.”
|
- “If there is an information void, employees will fill in the gaps with details they collect from a number of sources— some accurate and others not. This leads to lost productivity, as well as lowered morale, as employees attempt to figure it out.”
- “We will build trust and credibility by keeping everyone up-to-date with open and honest communication.”
- “Employees know the business has to keep functioning. They understand that they’re there to do a job and get frustrated when things get in the way. Timely communication helps them feel in control, especially when it outlines how decisions will be made and when they can expect to be impacted directly.”
|
The We Told You, Now Change Scenario
“We’ve spent months working on this and we understand the need for change. Let’s tell everyone now and ensure we have everyone working the new way by the end of the week.”
|
- “Nobody likes to be changed. Involving employees earlier in the change process helps new ways of working stick.”
- “By providing employees and managers with opportunities to understand the necessary changes, there will be greater buy-in and commitment to the vision.”
|
The Overload Case
“Employees already know. There is no need to heighten anxiety with additional information. We’ll make it official when it’s complete.”
|
- “Making assumptions about employees’ knowledge and waiting to communicate validates the rumor mill. Providing the whole story before the change is complete reduces anxiety.”
- “If we rely on details of the change to trickle naturally throughout the company, we’ll have inconsistent information and competing points of view.”
|
To learn more about how Davis & Company can help you communicate change in your organization, contact Matthew Davis at:
1.877.399.5100 (Toll-free in the U.S.)
1.201.445.5100
matthew.davis@davisandco.com
|
|
|
|
|
...Latest [Smart Tips] Article
2008 Archive
2007 Archive
2006 Archive
Smart Tips (2005) Archive
Communicating Strategy? First, Align Your Program
December 5, 2005
Evidence: The Secret Weapon of Strategic Communicators
November 21, 2005
Clear the Decks: 3 Steps to Refresh Your PowerPoint
November 7, 2005
Making Even Basic E-mail More Effective
October 24, 2005
Podcasting: Is it a Viable Communications Vehicle?
October 11, 2005
Ingredients For a Successful Internal Broadcast System
September 26, 2005
Using HR Communication Vehicles For What They Do Best
September 12, 2005
See For Yourself: Use Observation to Improve Communication
August 29, 2005
Make HR Communication More Compelling
August 15, 2005
You’ve Decided to Change-Now When Do You Tell Everyone?
August 1, 2005
Go Beyond “Hits” When Measuring Intranet Usage
July 18, 2005
Put Your New Knowledge of Demographics to Work
July 5, 2005
Learn About Demographics to Better Reach Employees
June 20, 2005
The Simplest Way to Enhance Communication: Stylized Type
June 7, 2005
Use Eye-Catching Icons to Cut Through the Clutter
May 23, 2005
Set Up a Communicators Network to Help Reach Employees
May 9, 2005
Evaluating the Effectiveness of Print Distribution
April 25, 2005
Help Your Leaders Answer Questions More Effectively
April 11, 2005
Making Town Hall Meetings Participative
March 28, 2005
Working Differently With Designers
March 14, 2005
Promote the Value of Your Communication Channels
February 28, 2005
Crafting Great Messages Requires a Sound Recipe
February 14, 2005
Approach Your Work From an Employee Perspective
January 31, 2005
Five Reasons Employees Aren’t Using Your Intranet
January 18, 2005
Start the New Year with a Planning Framework
January 3, 2005
2004 Archive
2003 Archive
2002 Archive
|
|
