change communication - communicate to engage
TRANSCRIPT
COMMUNICATIONCHANGE
COMMUNICATE TO ENGAGE
WHYENGAGEMENT
IMPORTANT?
IS
SO
BETTER - Towers Watson, ‘2011 – 2012 Change
and Communication ROI Study Report’
ENGAGED EMPLOYEESPERFORM
“Organizations that are highly effective in both their
communication and change management practices are
more than twice as likely to significantly outperform
their peers.”
Adapted from Roger D’Aprix, Towers Perrin
QUESTIONSEMPLOYEES WANT
ANSWERED
DO I HAVE A JOB?HOW AM I DOING?
DOES ANYBODY CARE ABOUT ME?
HOW DO I CONTRIBUTE TO MY TEAM?HOW IS THE TEAM DOING?
HOW DOES THE TEAM CONTRIBUTE TO THE BUSINESS?
HOW CAN I HELP?
NAVIGATETIPS TO
CHANGE
Voids are bad.
Grind out ambiguity with
candid communications.
Tell the truth.
Encourage questions and
enable dialogue.
Maintain the customer as
central to the change
process.
Enlist and rely on your
managers and supervisors.
Generate results to sustain
the change process.
Balance integration. Ensure
representation /
participation from all
entities involved.
1.
2.
3.
7.
8.
9.
10.Beat the drum on the
rationale behind big
changes… over and over.
Always remember: “At the
end of the day you bet on
people, not strategies.”
– Larry Bossidy.
5.
Apply laser-sharp focus
and clarity to a short set
of simply, easy to
remember messages.
4.
Build disciplined
management and
communication processes
to support the change.
6.
HOWWILL
COMMUNICATE?YOU
HOW WILL YOU RESPOND TO QUESTIONS?
WHO WILL YOU TELL FIRST?
WHAT CHANNELS WILL YOU USE?
HOW WILL YOU FRAME YOUR MESSAGE?
WESUPPORTYOU WHEN…
• Communicating a shift in business strategy or organizational culture
• Restructuring teams or organizations
• Reaching for new levels of productivity and performance
• Coaching leaders or providing training for managers
• Gathering feedback and creating organizational dialogue
• Building a design solution to visualize a new direction or change
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