During Change – Continuous Communication
You have done all the important steps to drive change in your department:
- Reviewed what needs to change – brainstormed and created a project plan
- Captured potential reactions to the change – this way you can organize how to communicate the change
- Plan the Changes – developed the rollout steps
- Communication of the change(s) – created a project plan just for your verbal and written communication around the change(s)
- Implementation of the change(s)
… now you want to move on to other projects or business responsibilities.
Planning and initial implementation of a change is really the beginning and the middle but not the end of the change story. The end, that part where everyone lives happily ever after, comes after you follow up consistently for a predetermined time to insure everyone understands what is expected, how to do it and are actually doing it.
Here are some thoughts to guide you after you have implemented the change. They are not unlike what you need to do throughout the change process, but it does sum up what to do now to insure the success of the change.
- Listen to your employee’s responses; how they feel about the change and any questions they have about the change. What is working and not working for them.
- It’s critical to have more face-to-face time with your employees…it minimizes stress for them.
- Continue to use your website to update information on a timely basis.
- When there are problems in the implementation phrase, respond quickly. Even if you don’t know the answer, let your staff know you will get back to them…and do so.
- Communicate, communicate and communicate until you know for sure that all your employees are clear on what the change is all about, how to incorporate the change, and are comfortable with supporting the change.
Pat
Next Post
How to Build Trust with Your Employees
Other Topics:
Do You Know How To Communicate Change to Your Employees?
Plan The Changes
Reactions to Change
What Needs to Change Now
The Basics of Change
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