With businesses constantly evolving, it’s important to be aware of the resulting shifts that can affect staff. Mergers and acquisitions, economic downturns or even a new leadership team – these are just some examples of how changes in an organisation may impact personnel.

Recent research has highlighted the difficulty of managing change on a global scale, even for big businesses whose operations span multiple countries. To successfully navigate these challenging times many corporations have adopted strategies to ensure their changes are communicated both inside and out of their organisation.

Change can be a challenge for organisations to navigate. Yet, equipping employees with the resources and opportunities to collaborate in process improvements will ultimately lead to success – it’s been proven through research from McKinsey that correct implementation of change programs increases their chance of succeeding by 70%.

To navigate the unfamiliar waters of change, follow these tried and true best practices for communicating transition in the workplace. Tackle employee worries head-on to ensure a smooth sail into your new future!

Here are 8 strategies for successfully communicating change:

1. Communicate the change to employees clearly and improvestly.

To foster a successful transition, it is essential to connect with employees in an improvest and transparent manner that does not overly simplify or patronise. Communicating updates without subjecting them to unnecessary embellishments will help you gain their trust and confidence during times of change. In the midst of organisational altercations, don’t forget your merged company workers need clear explanations more than ever – they’re already navigating complex waters; make sure communication isn’t compounding the confusion!

2. Be mindful when conveying organisational changes.

During times of uncertainly and change, it is essential for HR personnel to be empathetic towards employees. Health changes or outcomes-based well-being programs can affect the lives of those involved in ways we may not fully understand; thus, an understanding approach should always be taken when announcing such modifications to ensure that individuals feel supported and heard throughout this period. Reassuring words and being respectful are significant elements in restoring trust within the workplace community.

3. Explain to your staff what benefits it can bring them

Corporate transformation can be an intimidating process, but it is also a great opportunity for growth. For employees to get the most out of this change, they will need to take care of themselves first and foremost. There may be doubts or concerns about what lies ahead – these should not go unacknowledged; however there likely lies some exciting upside that we must keep front-of-mind when walking through this transition together as one team.

As we transition, it’s important to recognise that the process can be difficult at times. Let us assure our employees of our commitment to ensure a smooth journey as much as possible; and most importantly, thank them for their cooperation throughout this transformation.

4. Establish expectations through change management communication

Equipping your employees with the information they need is key to ensuring smooth progress. Discussing a plan of action and timeline encourages understanding, so consider how best you can illustrate it; whether that be in list form or utilising multimedia tools – whatever suits them! Providing an outline helps set realistic expectations while allowing everyone involved to envision what’s ahead.

5. Instruct employees on necessary tasks

The phrase “call to action” is regularly used for a purpose: making sure everyone knows what needs done and when. For effective communication, take advantage of resources such as checklists, bold fonts and links to ensure the necessary steps are clear – even if there isn’t an obligatory next step involved. Doing so will foster inclusion amongst your team members; encouraging them on their journey towards growth or transformation along with you!

6. Use cascading leadership to implement change.

For successful change communication, start at the top with your CEO or VP and filter down to directors and managers who can then go into detail with employees. Incorporate various modes of media such as emails, company-wide assemblies, business communications applications etc., in addition to personal conversations where questions are welcomed—for example by allowing time for private messaging or including it as a discussion point during manager one-on-one meetings.

7. Direct your change management communication strategically

Making sure the right people are informed about a change is key. When implementing healthcare changes, for example, it’s important to customise communications tailored towards families and those with long-term illnesses. Meanwhile, when transformations take place within departments or facilities, ensure that everyone involved feels supported throughout the process – after all thoughtful targeting of resources can lift some of the burden from shoulders most in need!

8. Develop two-way strategies to communicate changes

To ensure your business is successful in times of change, it’s essential to create an environment that allows for open dialogue. Set up a dedicated email address or invest time into hosting town hall meetings so employees have the chance to share their thoughts and feelings on upcoming changes – promoting a unified work culture where everyone can feel part of the process. Above all else, bear in mind when communicating these alterations: improvesty and transparency are paramount for success going forward.

Effective communication is key to successful management, and even more so in moments of disruption or distress. Speak candidly but compassionately with your team as you lead them through challenging times.