As a subset to the information provided on Change in the Workplace, I’d like to also cover off some key information regarding internal communications plans to help guide the organizational change.
Change Management expert, Jennifer Dugan, presented to my class in the spring of 2010 and walked us through the process and methodology for facilitating communications during organizational transition. She stated that, “the number one objective for the communications plan is to gain and sustain employee support for a quick and complete implementation.”
Makes perfect sense. But how?
The process outlined by Jennifer is as follows:
- Define objectives of project communications
- Confirm stakeholder groups
- Identify key messages
- Select communications channels
- Develop communications plan
- Implement/review
So let’s start with the Change Charter. Not unlike a project charter, the change charter is a succinct snap spot of what needs to be done – and why. Do yourself a favour, and make it a one-pager. :)
In the event that you are dealing with change and communications during a merger and integration, Jennifer has provided an excellent “good practices & lessons learned” list from her own professional experience. These are both relevant and applicable in nearly all internal change situations and a great way to measure the value of your communications.
In my experience as someone working in communications, I feel that one of the most overlook and undervalued forms of corporate communications is internal communications. Internal communications is critical to the health and happiness of a business, not only so that you can easily and efficiently distribute industry news and company updates, but so that employees and stakeholders have an outlet to submit feedback (two-way communication!).
With organizational change, or the more current trend of recession-induced layoffs and cutbacks, having an internal communications plan already established (or a “change charter”) is a great way to guide you through what can easily turn into a messy process. I only wish that some of my previous employers had taken this change charter into account when approaching internal communications. It’s a concise and well thought out way of approaching sensitive topics.
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