Updated: Jan 29

As leadership expects more from employees to help transform the business and sustain the company, those employees are going to want more information from them. They want to know: Why are we doing this? What does this mean to me? Can I trust you? And, will it be OK? Answering these questions can get complicated when you are communicating to multiple audiences at a global company. Here are some best practices Spark uses in our work with clients:

  • Make leadership's vision accessible. Leaders can't be everywhere at once, but their vision can be via blogs, intranet and magazine content, live town halls and videos. It's important that messaging is available to employees in platforms they can access.

  • Ensure consistency. It sounds basic, but if messaging is not consistent, employees will think something's wrong. Consistent messaging provides the foundation for managers and team members to have open and honest communications about major changes.

  • Prepare people managers. Employees rely on people managers to put Corporate messaging into perspective, so managers need the tools to answer their employees' questions and motivate them about the future.

  • Give people a voice. Depending on the topic, employees need places to get involved in ongoing collaborative conversations, or they need somewhere to take confidential concerns. Be sure vehicles for both are in place.

  • Share clear next steps. People want to know what they are supposed to do with the information they've just been given. Make sure everyone knows what role they play.

#ChangeManagement #InternalCommunications #Leadership #peoplemanagers #Transformation