Page 103 - Warwickers Communication Counts v2015
P. 103
Communicate 103 TOOLKIT COMMUNICATING CHANGE
change
Style of Communication:
1. Listen more than you talk.
2. Deliver difficult messages face to face, and one to one if appropriate.
3. Answer difficult questions, but if you are unsure of the company response find out – do not assume or
make personal judgements – it is really important that the company gives out consistent messages so
that people know where they stand.
4. Regularly review the ‘Questions and Answers’ provided by Internal Communication.
5. Be open in your communication, which includes saying when you do not know the answer.
6. Do not fuel the grapevine – careless talk impacts in people. Recognise that these changes impact on
individual lives and respect this. The Business aim is to ensure that these changes are carried out in a
dignified manner – you have a responsibility in achieving this.
7. Act quickly to deliver messages you receive, but make sure you translate and target all messages for
maximum impact.
Informing People:
1. All messages need to be targeted and translated locally. Translate the information that you receive for
each audience (recognising that some individuals may need additional support).
2. Recognise that the information will need to be provided several times in different ways referring to
the changes over again. Initially, all you should ensure people understand the changes, they accept
that they need to happen and finally that they buy-in to the new future – this will happen over a
period of time, not all at once.
Please recognise the importance of the direct line manager communication role during this time of
change and the need to work with people as individuals . To do this role well ensure you get the
support and training you need.
change
Style of Communication:
1. Listen more than you talk.
2. Deliver difficult messages face to face, and one to one if appropriate.
3. Answer difficult questions, but if you are unsure of the company response find out – do not assume or
make personal judgements – it is really important that the company gives out consistent messages so
that people know where they stand.
4. Regularly review the ‘Questions and Answers’ provided by Internal Communication.
5. Be open in your communication, which includes saying when you do not know the answer.
6. Do not fuel the grapevine – careless talk impacts in people. Recognise that these changes impact on
individual lives and respect this. The Business aim is to ensure that these changes are carried out in a
dignified manner – you have a responsibility in achieving this.
7. Act quickly to deliver messages you receive, but make sure you translate and target all messages for
maximum impact.
Informing People:
1. All messages need to be targeted and translated locally. Translate the information that you receive for
each audience (recognising that some individuals may need additional support).
2. Recognise that the information will need to be provided several times in different ways referring to
the changes over again. Initially, all you should ensure people understand the changes, they accept
that they need to happen and finally that they buy-in to the new future – this will happen over a
period of time, not all at once.
Please recognise the importance of the direct line manager communication role during this time of
change and the need to work with people as individuals . To do this role well ensure you get the
support and training you need.
