Effective Communication Best Practices
Tackle Employee Concerns
Provide Clear Direction
- An organization's internal communication should work with top leadership to create information guides and talking points for both mid-level and direct supervisors.
- These guides provide explanations and reasons for the change, including details about how the change is consistent with the company's goals and how the change impacts employees.
- Organizations can implement this practice by ensuring that all stakeholders involved in the change, i.e., employees, leaders, and customers know what to do for a successful change.
- In this regard, the direction for each party will be different, but all parties involved will require more clarity about what is expected of them to avoid confusion, delays, misunderstanding, potential failure, and even rework.
- Overall, by providing clear directions, organizations must communicate in specifics and not in generalities. For instance, if the change demands customer service representatives to say, “Thanks for calling,” then that is what they say to provide clear direction and empower employees to act unhesitantly and unambiguously.
Create a Compelling Story
- During change, internal communicators in an organization should share employee stories that show support for the change. These stories must also indicate how the change aligns with the organization’s identity and values.
- Importantly, good change creates a compelling story in the minds of the individuals affected by it. Therefore, the story needs to have a “what” and a “why” capable of compelling individuals to act.
- Great stories knit together the “what” and “why” in a meaningful way that empowers individuals to act on their own. Therefore, a good story must be shareable, recountable, and speak to all facets of the projects, not only the academic side of it.
- Organizations can implement this practice by putting together an exciting story, storyboard, and primary details, and working with top management to customize the descriptive and emotional details of the story to make it personal and memorable.
- Therefore, for organizations to become more effective at getting the message across, they should strive to come up with a storyline that captures all the change details in one package.
Your research team found several reports with examples of best practices for effective communication during change within an organization. In determining the best practices, the team focused on those practices that are considered best and repeated in many sources. In this regard, we examined all the examples provided in the different reports we explored, then selected those regarded as key practices and repeated in numerous sources. Overall, we used reports published by reputable institutions, including Research Gate, an academic database, and other sources like Status.net, Express Works, Management is a Journey, and Institute for PR.
Change Strategy Development Best Practices
Team structure and governance and recruiting champions of change are two examples of best practices for developing a thoughtful change strategy within an organization. The next sections provide full details of each best practice, including information on how to implement them.
Recruit Champions of Change
Your research team uncovered several examples of best practices for successful change management, with a keen focus on selecting best practices for developing a thoughtful change strategy. Therefore, to retrieve accurate findings, we searched through business management and consulting reports and evaluated expert reviews and advice on change management strategy development. Equally, we looked at successful examples of change strategies implemented by big brands, along with industry insights about successful change management strategies. On this note, we retrieved the two best practices reviewed above from reports published by Business Mapping — a process mapping business consulting company, Game Effective — an enterprise gamification software as a service platform, and Prosci — a change management solutions provider.
Employee Recruiting Best Practices
Using snowball sampling, recruiting influential employees and advocates who drive most of the conversations within an organization, and profiling employees based on skills, attitude, and experience and knowledge, are examples best practices for recruiting and utilizing enthusiastic employees as change ambassadors within an organization. The following sections provide the full details of each best practice, including how organizations can implement them.
Use Snowball Sampling
Recruit Individuals Driving the Most Conversations
Profile Employees Based on Skill, Attitude, and knowledge
To find the best practices for recruiting and utilizing enthusiastic employees as change ambassadors within an organization, your research team focused on reports about organizational change management best practices. We then narrowed down our approach to search for additional information around the best practices for recruiting and utilizing enthusiastic employees as change ambassadors. Our research findings retrieved three reports published by Thornley Fallis Communications, Changing The Terms, and Staff Base with relevant findings of the best practices for recruiting change ambassadors within an organization. We cross-checked the findings of the reports with those in other reports with general information around change management best practices and found out that they correlate. In this regard, we have included them above as examples of best practices for recruiting and utilizing enthusiastic employees as change ambassadors within an organization.
Change Strategy Implementation Best Practices
Prioritize Initiatives for Change
- Any change initiative succeeds when employed tactfully. On that note, organizations need to prioritize and specify the changes in their approaches within reachable timelines and phases to avoid impacting the return on investment, implementation costs, revenue, and profitability of the organization.
- By prioritizing, the organization ensures that target initiatives are rolled out on time and have the most positive influence on the company. In most cases, some transformation efforts fail because of implementing many initiatives at once, which stretches the resources of an organization.
- According to a McKinsey Report, a prioritization process that helps a transformation succeed must have a broad scope. For instance, existing initiatives requires thorough scrutiny to eliminate zombie projects that waste an organization's resources.
- Organizations can implement this strategy by first understanding the risks, comprehending the size and nature of every opportunity, scheduling, and any obstacles hindering the delivery.
- Equally, organizations need to focus on mitigating and re-ranking the prioritization through preemptive measures, contingency plans, and monitoring to establish a portfolio of perspective based on the organization's risk-adjusted values.
Develop and Support a Plan for Effective Change
In finding the two best practices for implementing a change strategy within an organization profiled above, your research team searched through reports published by leading business consulting firms like McKinsey, along with industry publications by Business Wire and IDC & Change Industry News, which focuses on business management change. While these reports and many more that we examined featured several examples of best practices of implementing change, we decided to focus on those practices that are repeated across different sources, and are published by renowned business news and consulting companies. In this regard, we also explored findings in other reports published by Forbes, Harvard Business Review, and The Thriving Small Business; however, the reports published by these companies provided generalities as opposed to specifics to best practices for implementing change within an organization.