As you read through this Q&A, consider whether your communications strategy and materials will effectively engage employees at all levels in your organization's transformation journey.
Are your organization’s communicators prepared to deliver your vision effectively?
Transformational messaging often gets diluted as it’s cascaded down to line employees. C-level communications and town hall events are carefully developed with key points and takeaways,
but after the initial executive announcement is made, senior and middle managers must reinforce key messages, field lingering questions and work with their teams to think and act differently.
When managers are empowered with tools and resources that align with the new strategic vision, they can engage and inspire their employees more effectively. By developing communications toolkits for managers – which can incorporate talking points and on-brand answers to employee questions, details on how to raise concerns to management, and informational collateral to
distribute to their teams – you can equip organizational influencers with the tools they need
to ensure a successful transformation.
Have you identified and equipped potential change agents across your organization?
Not all heroes wear capes, and not all change agents sit in the C-suite. While sponsorship by senior leadership is essential to transformational success, it’s also vital that employees across the organization embrace the change. To identify potential change agents at your company, look for the influencers, relationship builders and organizational advocates at every level and in every business unit.
Find out which employees are the most engaged and equip them with the communications tools they need to help champion the transformation.
Will this transformation change your organization’s culture?
According to a study by Gartner, 42 percent of CEOs at companies undergoing digital transformations anticipate a deep culture change about how employees think about and interact with technology. Forty-six percent of CIOs report that this culture change is their biggest barrier to their function’s ability to support company objectives. Reframing a deep-rooted culture to align with a new strategic vision may take some time, but it can be done. Start off by clearly defining values, behaviors, and non-negotiables, and reinforce those principles in ongoing communications. Measure your efforts with KPIs, engagement metrics and employee pulse surveys, and modify your messaging if and
How Will You Prevent “Change Fatigue”?
Research published by the Center for Creative Leadership found that change fatigue is one of the top challenges facing organizational cultures. With change quickly becoming the new normal, it’s vital that we keep employee engagement a high priority throughout any organizational transformations. To combat the risk of overwhelming employees with change fatigue, help leadership prioritize change initiatives, and encourage employees to share their concerns via two-way communication with their managers as well as feedback with leadership.