Willingness to discuss issues is as important as what leaders say. When leaders don’t know the answer to a question, they should say so. Then find the answer and report back.
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It’s important to avoid jargon and corporate speak. Leaders need to talk in plain terms that employees can understand and relate to.
Go for the goal!
Leaders should ask for feedback and opinions and offer ongoing opportunities for conversation. Dialogue is the most powerful tool in communication—it allows employees to participate and helps them work through issues.
Follow these tips for a winning change communication program!
Answer tough questions!
Employees look to their leaders to provide direction and focus in times of change. A leader’s first job is to help his/her team members understand what’s changing, why it’s changing and the impact on their daily work. Coach leaders and boost their confidence as communicators with these change communication essentials.
Use employee data to understand communication needs
This provides an opportunity for dialogue that is key for learning and understanding. Leaders can hold office hours, host a coffee chat or schedule Q&A sessions.
Help coach leaders to engage their teams
Leverage two-way communication!
Employees will be most interested in why something needs to be done, followed immediately by how it affects them. Remind leaders to reinforce the need for change and share updates tailored to their individual teams.
People often need to hear messages many times before they accept and internalize them. Keeping up the conversation helps employees feel included and provides leaders with employees’ perspectives.
Use actual examples and success stories to illustrate what’s changing. That will make abstract, high-level information concrete and meaningful.