Once the management has decided to centralize or move the processes from one location to another; the success of this transition heavily depends on change management it needs to undertake. The goal of any change management is to broadly ensure teams at both the sides buy into the vision, continue to work with equal enthusiasm, there is little negative noise and the entire shift from point of departure to point of arrival is seamless.


Questions running in leadership’s mind are - Do the people already know? If yes-how much. How much should we share? When should we share? Will people accept it or it will backfire? Who should communicate? How often should we share? Will employees leave? What if some key people leave?

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Once the management has decided to centralize or move the processes from one location to another; the success of this transition heavily depends on change management it needs to undertake. The goal of any change management is to broadly ensure teams at both the sides buy into the vision, continue to work with equal enthusiasm, there is little negative noise and the entire shift from point of departure to point of arrival is seamless.


Questions running in leadership’s mind are - Do the people already know? If yes-how much. How much should we share? When should we share? Will people accept it or it will backfire? Who should communicate? How often should we share? Will employees leave? What if some key people leave?

.

CONFUSION TO COMMUNICATION

July 30 2015

Once the management has decided to centralize or move the processes from one location to another; the success of this transition heavily depends on change management it needs to undertake. The goal of any change management is to broadly ensure teams at both the sides buy into the vision, continue to work with equal enthusiasm, there is little negative noise and the entire shift from point of departure to point of arrival is seamless.


Questions running in leadership’s mind are - Do the people already know? If yes-how much. How much should we share? When should we share? Will people accept it or it will backfire? Who should communicate? How often should we share? Will employees leave? What if some key people leave?

.

CONFUSION TO COMMUNICATION

July 30 2015

Communication in change management is like the thread of the necklace without which all the beads will fall on the ground. Communication happens when both the parties – speaker and listener- are at consensus on what needs to be achieved and how it needs to be achieved. Sharing in town hall when management means one thing and is subject to hundred interpretations is confusion not communication. A robust concrete plan that is tightly integrated with the transition plan and clearly spells what, who, when and whom to be communicated is of paramount importance for success of transition. Some broad general guidelines for communication plan are listed below

Employees are more intelligent than management normally gives them credit for. They understand that business is tough and accept that reality, but when management tries to push information from back door instead of taking it on the chin, that’s what frustrates them.

Management needs to accept it’s a bumpy ride. Accept that it will be tough and that you need to bite the bullet. You will not be able to please all and there will be skeptical and negative people. Don’t focus on them but identify people who are critical to your success.

Communication should cascade; it should be top down so that acceptance is easier and each level takes reference of the umbrella communication above. The mandate and direction from the top can be general in nature and with each level down more details, more specificity can be added.

The period will be tough, journey will be long; break it into milestones; celebrate each milestone. Reward, appreciate, have fun outings and interact more. The more our ears are at the ground the clearer and relevant we will listen.

Have anonymous surveys. People feel better just by venting it out. Give them that channel so that they can be more positive even when environment is negative.

There is no right or wrong way of communication and one size does not fit all. However being open transparent and upfront is the mantra for successful communication.

Once the management has decided to centralize or move the processes from one location to another; the success of this transition heavily depends on change management it needs to undertake. The goal of any change management is to broadly ensure teams at both the sides buy into the vision, continue to work with equal enthusiasm, there is little negative noise and the entire shift from point of departure to point of arrival is seamless.


Questions running in leadership’s mind are - Do the people already know? If yes-how much. How much should we share? When should we share? Will people accept it or it will backfire? Who should communicate? How often should we share? Will employees leave? What if some key people leave?

.

CONFUSION TO COMMUNICATION

July 30 2015

CONFUSION TO COMMUNICATION

July 30 2015