Communicating Change

It is critical for managers to be comfortable with the changes they wish to implement or that their organisation is undergoing. They need to have a good understanding of the reasons for change and to be able to communicate the benefits. With the majority of well-structured change there will be positive benefits for the organisation, site and teams. A leader who maximises the opportunities to promote the positive elements of change will experience the least resistance.

Below are a few areas you may want to consider when communicating change:

  • Prepare well before communicating any change.
  • Be clear and honest about what’s changing and why.
  • Consider the emotional impact of the change.
  • Tell employees what’s in it for them.
  • Explain how the change will happen.
  • Tell employees what they need to do.
  • Open two-way communication channels and consider if regular communication briefings will support the change.

Your reactions affect others

As a Team Leader you need to act with care to ensure that the team observes your commitment to the change. As a role model you are likely to encourage similar behaviours within your team.

As a Team Leaders, you need to show a positive approach to the change and support your team. During any change process the individuals within the team are likely to react in different ways. It is therefore important for you to counsel and coach each individual in a way which is appropriate to their reactions. Always remember that you are moving the team from one comfort zone to another. Reinforcing the benefits of change will always help the transition.

If you appear apprehensive and concerned about the change, you are likely to see similar reactions reflected in your team.

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