Infographic: Internal Comms & Change Communications

What’s the role of an internal communicator when it comes to change communications? To keep employees informed? To deliver messages consistently and on time? To create messages in a format in which people actually read them? Yes, yes, and yes.

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Here’s what some of the best influencers in internal communications have to say about change communications: 

Here are 10 ways internal communicators can positively impact the outcome of organizational change through effective communications:

  1. Start with hints: Change is almost constant now. Prepare your workplace for change either now or in the future.
  2. Customize your message: Recognise that different groups of employees have different communications needs. Whether it’s explaining the change in a different way or sending it in a different format, make sure messages about organizational change are tailored to be more relatable.
  3. Use a multichannel approach: Repeat your message with the use of different communication tools such as email, intranet, internal blogs, and more.
  4. Share soon and often: Nothing says “we care” more than an important announcement hitting the media before it hits employees’ inboxes. Schedule messages in advance so you know they’ll go out at the right time, and draw attention to them using desktop alerts or mobile notifications.
  5. Listen to feedback: It’s important to know how your employees are responding to announcements and changes. Carry out a survey to listen and analyze employee attitude towards change.
  6. Brief employees face-to-face: When it comes to the really big things, face-to-face briefings can be beneficial. They ensure everyone receives the same message at the same time, plus you have the chance to answer questions and hear feedback immediately.

  7. Support Managers: Provide advance notification to managers & equip them with resources to discuss the change with their teams. Staff are only as well informed as their managers, so make sure leadership teams are briefed ahead of time.

  8. Employee Engagement: To keep staff engaged throughout the change process, show them you care about their involvement.

  9. Measure Success: Track employee attitude and their attentiveness to change. Have systems in place to assess staff attitudes and measure results from the very beginning of your change communications.

  10. Focus on the big picture: What does your organization hope to achieve with the chance communications strategy? Make sure that you’re employees, managers and leadership is aligned with your long-term goals and understand the importance of the change communications strategy. 

Want to learn how to own your change communications strategy? Use Outlook Distribution Lists to send and track all emails, newsletters and communications.

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