Last changed on Tue, 2019-05-14 05:13

Communicating change to employees can be a challenge, especially if the change has a big impact on their jobs. To put employees at ease and get their support, you need to address their burning questions. We work with you to create and implement a change communication program so employees understand the “why” and know what they need to do differently.

When company leaders set the strategy, we help you prepare employees to take action. We develop a communication program that engages employees by focusing on “what’s in it for me,” boosts understanding of complex topics and integrates strategic messages into existing communications.

In times of crisis, employees turn to their organizations for information and reassurance. The best way to handle a crisis is to prepare ahead of time. We can help you develop a comprehensive internal communication crisis plan, customized to meet the unique needs of your organization.

Once a crisis hits, the need for quick, responsive communication grows exponentially. We’re here to help with fast planning and implementation support during every step of the crisis: from the ambiguity of the first few days to keeping employees engaged and resetting priorities after the crisis is over.

If you’re making changes to benefits, wellness or compensation programs, it’s important that employees understand how these changes will impact them. We develop HR communication that creates deep understanding so employees know what to expect and what they need to do next.

The biggest challenge in communicating IT system changes to employees is translating technical jargon so they understand what’s changing and how it affects them. Whether you’re launching a new IT system or software, we create a communication strategy that simplifies complex topics so employees get it.

Major initiatives—such as reorganizations or cost reduction efforts—require effective communication to be successful. We communicate change to employees to reduce anxiety and help them understand what to do differently.

To ensure a smooth transition during a merger or acquisition, it’s important to communicate with employees at every stage—from announcement through integration. We'll help you develop an employee communication plan that explains how the change affects employees, manages communication during the “quiet period” and jump-starts change with motivational “day one” communication.

Communicating leadership changes builds employee confidence in the new leader's vision for the organization. We create visibility for new leaders by creating a 90-day plan, which includes engaging road shows, social media involvement and presence in existing channels.

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