In times of big change - do this one thing!

If your organisation has fast paced, frequent change or is undergoing transformational change, it is important to increase the level and frequency of communication. This is to directly mitigate the risk of decreased engagement and thus decreased productivity and performance in times of great change.

If critical business decisions have not been made, and there is no news to tell staff about the major changes, taking time to communicate that exact message will in fact place a sense of certainty in the minds of those who are feeling anxious.

'What is happening?'

'Oh they haven't made a decision yet but expect that they will know next week'

'OK let's see'.

The interesting thing is that many leaders will also be feeling anxious as well and potentially feeling the pressure. This then often results in leaders second guessing themselves about what to communicate.

When leaders are in the space of uncertainty about whether to communicate or not, I always advise them that consistency in times of great change is vital. So consistency in relation to regular messaging is critical. It is important to over communicate during these times. Always remember the fundamental principle of RESPECT which should be the foundation for all actions taken at that time.

So during times of change and when there are people impacts in your organisation consider the following:

Communicate regularly: whether it be weekly at team meetings or via staff newsletters, meeting your commitments on frequency is critical.

Communicate with the intention to reassure: Even if you are reassuring others that news will be provided soon.

Prioritising communication flow: All news should be delivered to those who are impacted the most first. After those who have been impacted the most have been updated, then communicate with the broader audience.

Personalise the approach: Face to face communication is critical for transformational change. Briefings, team meetings and site visits are necessary with the relevant leadership team being present. Showing how you understand and acknowledge the impact being experienced by the teams will result in more engagement throughout the change.

So always remember - it is better to over communicate rather than under communicate in times of transformational change.