A continuación, te explicamos cómo puedes transmitir eficazmente los cambios organizativos a tus empleados.

One round is not enough, say it in as many ways as you can think of...for longer than you think you need to. Visuals and themes are huge.

"Prepare-se Cedo: Comunique Mudanças com Confiança" Na minha experiência, o que aprendi com esse artigo é que a preparação é crucial ao comunicar mudanças organizacionais. Eu creio que é fundamental entender completamente a mudança e antecipar perguntas para fornecer respostas claras. Ao analisar este artigo, fica claro que uma abordagem personalizada pode aumentar a aceitação da mudança. Cuidado: adapte sua comunicação com sensibilidade para diferentes grupos. Que tal criar um webinar interativo para esclarecer dúvidas e alinhar expectativas?

A lot of the message that the senior leadership gives and the message the junior most employee gets is very different. So it is important to make sure the details are clearly laid out to all and communicated well, When we speak openly we get more support rather than when we with held the information as then we are more defensive rather than forthcoming. The organizational change is an important aspect which needs to be conveyed properly.

As mentioned above all the facts need to be laid out clearly. Communication is key. So the below aspects can be done: - The details of the message should be presented in a manner which is layman and well understood. - Allow a lot of time for questions and answers - People may need time to digest the details and ask question later so provide them that opportunity. - Try to bring out FAQ's of the people who have asked question, so that other people will know that it is okay to ask a question.

To encourage the understanding of the change in the organization’s structure within the employees it is imperative to start with identification of concerns and offering support. In this case, it is still useful to declare why there is change and how the organisation will be impacted. 1. It is good to open up on the changes that might be expected to impact the society, organization or even the country so that constructive dialogue can be begun. 2. Employees are receiving and reporting lessons and problems All employees’ problems have to be solved. 3. Give them items like counseling or training as a method of helping them to change.

Follow-up on the announcements as the question and answer will keep on building. Also make sure the FAQ's are constantly updated so that people get the most realistic picture and updated picture at all times. Also just the comfort level of the people as when situation change or organization update happen people may have a different set of mind.

Some actions can be hard and difficult to digest as people may be looking for there own growth and change could easily impact the same. So always try to keep them positive and aligned to the goals they have and also the career path that they may have. Show them that possibility is present but don't make false promises. As you can easily be made associated to those promises which will be a difficult scenario to justify later.

Again continue to appreciate them for the hard work, so that they know that may be something is changing at the top leadership some aspect is definitely coming to them but it is not that you have lost hope in the people and they should not lose hope in the organization and focus to work and push things forward and while they are doing the same every small effort is greatly recognized and appreciated.