Employee communication in organizational transformation

Change is always inevitable in the workplace arena as it is very fast-paced. Organizational transformation warrants a need to communicate change, whether it is a slight change or merger or an acquisition. It is essential to relay information effectively to the employees to avoid a lack of motivation and unnecessary uncertainty. The key to effective communication is applying empathy and trying to fit into the shoes of the employees.

One needs to have a communication plan that outlines and anticipates every level of the transition. These levels can include the denial stage, resistance stage, exploration stage, and commitment stage. Statistically, a lack of effective communication is one of the greatest hindrances to a successful change in an organization. Furthermore, it is the rationale behind why various companies hire communication managers or sponsors during the transition. Generally, people are resistant to change as it takes them out of their comfort zones. Without a plan, likely, communication will not be sufficient. Furthermore, it can cause the transition to be unnecessarily complex.

Communication should be consistent, frequent, and done proactively. Any new information that comes in should be communicated to the employees as quickly as possible. However, caution and due diligence should be applied to avoid backlash. The leader should ascertain the appropriate time to communicate specific information based on the nature of the employees and organization.

In communicating organizational transformation, you need to share the vision. By sharing it, you can bring people to the new era of the organization. It involves telling your employees the reason behind the change and how the change will benefit them and the company. Moreover, detailing how the organization will run after the transition and what the employees will experience during the transition. It should also include where to get help if needed and the
quantifiable metrics of viewing results under the new era and other factors. The vision should lack ambiguities and should be able to encompass every area that the employees can be affected.

The leaders should clearly show how the organization was, its current situation, and the future. It allows your employees to envision where the organization can be and also learn from previous systems. It also increases the employee’s motivation, causes excitement among the employees, and concurrently brings them together through shared goals.

The leaders should give the employees ample time to offer input, seek clarification, and ask questions. It shows that the leaders see the need to involve the employees. It also shows that they value the employees and their feedback. Moreover, people need to feel involved in the transformation as it establishes commitment. Commitment is essential in an organization facing change.

To foster unity moving forward, an organization should hold interactive forums or workshops where all employees can experience the changes together and learn. It should involve every employee regardless of their rank in the organization. It improves the transition as every difficulty is dealt with as it is a safe place to explore new ideas. It also provides an opportunity for people to network and share ideas.

The organizational leaders should create a path for the employees by showing and demonstrating the way forward. It requires the leaders or change sponsors to be available to mingle with others. It promotes transparency and authenticity and allows people to grasp the realities of the change positively.

The organization should track the progress of the transition and share them publicly with the employees concerned and celebrate every win. Change tends to be difficult due to its uncertainties and for that reason celebrating every single victory with the employees improves motivation to progress to the next step.

Communication should still be consistent even after the transition period to assess the progress, the impact of the change, and failures. It also allows the company to communicate growth. Therefore, communication to employees influences whether the change is successful or not. Moreover, how sufficient you communicate, chart the path and work together with the employees is directly proportional to the organization’s effectuation.