If a business is changing policies because the old one was hurting customer service, for example, then be honest about that. In recent years, we’ve watched giant organizations navigate the waters of change management on the global stage. Your employees need to know why changes are happening so they’re less ... 2. Employee benefits communication works best when it takes into consideration the unique communication styles and preferences of employees. Any sort of spin, sugarcoating or jargon will look like an effort to hide something. Whether you’re moving to a new office or changing leadership, explain how this shift will help the company better pursue its mission. While discussing employee benefits has sometimes been regarded as a human resources minefield, it's critically important to have a strategy in place for communicating changes in benefits that fully informs your workforce and doesn't damage employee … Get employees involved in implementing the change if it makes sense. Communication is a key component of such processes because organizational change relies on changing employees’ behavior. The change agents change attitudes and behaviors and excite staff to work toward the change. By being involved, they’ll likely feel a sense of ownership and control rather than stress and uncertainty. The skills she developed while earning two degrees in Journalism at Texas A&M have taught her how to take complicated concepts and communicate them in a way that anyone could understand. Suddenly the company is monkeying with their healthcare, and maybe that affects their sick child. Her clients expect high quality work under severe time restraints - and I never fail to deliver. If you’re changing a core value, recognize employees who embody that value at the next company function. When change is isolated within a department or facility, communicate it widely, but show employees closer to the change that you’re invested in their employee experience. Unfortunately, no one has the handbook for communicating with employees during the COVID-19 Pandemic, but what follows is a suggested approach, as well as some sample texts that can help you convey the right message at the right time. Develop a simple communication plan to support your change process that focuses on communicating the reasons for change and involving your staff in planning decisions. Consider the impact of the change … 1% 2% 24% 10% 23% 26% 5% 9%. If it’s an office move, commemorate choosing a new location with banners and cocktails. 3. This is the third in a series of five AMA Playbook blogs that will help you with your performance management by redefining your company’s expectations of its employees as … Being upfront and straightforward about change is key. Provide regular, weekly e-mail blasts from leadership describing the changing events; Let employees know when major decisions are expected to be made; for example, communicate when benefit and personnel information will be released; Encourage dialogue between managers and their teams. Just make sure people feel like they can ask tough, personal questions. 1. information to employees? This kind of targeting ensures you’re not overwhelming the entire organization with support only a select group truly needs. And keep in mind, even you have room to grow. Should Employers Cover Home Office Expenses for Remote Employees? Focus on the Core Mission. 5. Get PDF. Save. So, when a leader stands in front of an audience of employees and talks about how much he welcomes their input about ways to implement change, the message gets derailed if … Strive for clarity in your communications. Specifically, you need to formulate a process for employees who want to ask questions, raise concerns, and provide feedback. To make sure employees don’t miss the news, choose the right channels and communicate consistently across your company email, social media, intranet and website, and through direct mail, flyers or other media that make the most sense for your organization. Effectively communicating change to employees involves more than just announcing that something big is on the horizon. Communicate Regularly. And also remember to engage in direct conversations — create opportunities for employees to privately deliver messages or ask questions. If, for example, there are planned changes in health insurance and employee benefits, it's essential that your intended message be as clear as possible.Some employees may not be familiar with industry jargon, and including technical terms may lead to greater confusion and uncertainty – the opposite of your desired outcome. 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