A new business strategy, corporate values, organizational restructuring, business acquisition or merger, IT transformation project… Organizations are constantly evolving, with numerous change and development initiatives shaping their operations. Effective change communication plays a key role in facilitating change within the organization.
In organizational change leadership, communication, and employee engagement are deeply interconnected. Change communication is the process of sharing information and engaging stakeholders during change within an organization. In the worst case, poor communication can jeopardize the whole change initiative, which can be costly for the organization.
The leadership’s perspective on change often differs from that of the employees. Leaders concentrate on the broader implications of the change and its impact on the business, while employees are typically more concerned with personal and practical matters. Questions like, “How will my job change?” “Will there be layoffs?” or “Will I need to retrain?” often dominate their thoughts.
A well-planned change communication addresses these employee concerns. Although employees are primarily interested in how the change will affect their work, they also want to understand the reasons behind the change and its implications for the organization as a whole.
The primary goal of change communication is to ensure that employees understand the background and significance of the change for the organization, accept it, and commit to it. Successfull change communication engages, fosters commitment, and ensures the successful implementation of change within the work community.
Change often evokes concerns and even fear. In the worst-case scenario, resistance to change can become so significant that it negatively impacts the entire organization. High-quality change communication builds trust and prevents rumors and misunderstandings.
Through change communication, employees are actively involved in the change process. Listening to their views, feedback, and development ideas foster commitment to change. Potential issues can be identified and addressed early, preventing them from becoming obstacles to the organization’s success.
Changes often impact an organization’s external stakeholders. This must be considered in change communication. For instance, IT system projects or changes in logistics chains can alter how the organization co-operates with customers, partners, and other entities. Effective change communication enhances understanding and builds trust in the organization’s operations among these stakeholders.
Manifesto is an experienced agency in change communication, having helped numerous organizations succeed in various transformations, such as developing organizational culture, implementing strategies, adopting new IT systems, or navigating mergers and acquisitions.
We support our clients at every stage of the change process. From planning and messaging to providing guidance, we ensure the successful execution of change throughout the organization.
Our services
- Change communication strategy and counselling
- Planning and execution of change communication programs
- Designing and implementing corporate value projects
- Strategy communication programs
- Communicating about the new brand
- Communication in mergers and acquisitions
- Storytelling and message refinement for change
- Visualization and content creation
- Change communication training
- Research and measurement to support change