Communication

Hodges, J. (2021). Managing and Leading People through Organizational Change (2nd ed.). Kogan Page. https://www.perlego.com/book/2568738/managing-and-leading-people-through-organizational-change-the-theory-and-practice-of-sustaining-change-through-people-pdf

Chapter 6: Engaging People through Dialogue

• Communication is vital during organizational change but is often ignored or done poorly, leading to increased resistance and anxiety among employees.

• Dialogue plays a crucial role in enabling leaders, managers, and others to discuss issues and changes, fostering greater commitment and ownership.

• Traditional and contemporary communication channels should be utilized to eradicate uncertainty, gain commitment, and build trust among individuals and teams.

• Effective communication requires sincerity, honesty, and careful orchestration to address employee concerns and minimize resistance.

• Five goals for communication about change include delivering clear and consistent messages, motivating employee support, encouraging higher performance, limiting misunderstandings and rumors, and aligning employees with strategic goals.

• Different types of communication should be considered to appeal to individuals' preferences and emotions, ultimately fostering engagement and support for change.

• Crafting compelling stories about the vision and purpose of change, using analogies and metaphors, and promoting open dialogue are essential for successful communication and engagement.

Schmidt, O. S. (2023). What COVID-19 has taught us about effective employee communication. Journal of Business Continuity & Emergency Planning, 16(3), 210–217. https://discovery.ebsco.com/c/4ax45t/viewer/pdf/l53zuczxgr

Summary of "What COVID-19 Has Taught Us About Effective Employee Communication":

1. Importance of Effective Communication During Crises:

   • Effective communication with internal and external stakeholders is crucial for short and long-term crisis response.

   • Increased employee communication volume and frequency is necessary to inform, educate, and empower employees.

2. Key Aspects of Effective Communication:

   • Messages should be timely, truthful, empathetic, consistent, and coordinated to build and maintain trust.

   • Trust is established through active listening, dialogue, transparency, and two-way communication.

3. Challenges in Crisis Response:

   • Crisis response involves making difficult decisions under pressure with incomplete information.

   • Organizations often lack preparedness due to denial of threats, reluctance to invest in readiness, and reliance on weak plans.

4. Strategies for Effective Crisis Communication:

   • Establish organizational structures, processes, and tools for crisis planning and communication.

   • Develop, implement, and continuously improve crisis communication plans.

   • Train employees, back up plans, and conduct scenario-based training.

   • Foster continuous dialogue, adjust communication channels for remote work, and prioritize internal communication before external communication.

5. Benefits of Effective Employee Communication:

   • Employees who receive open, timely, and truthful communication are more likely to support organizational goals internally and externally.

   • Lack of effective communication can lead to economic damage, loss of trust, low morale, and loss of employees.

6. Strategies for Enhancing Employee Communication:

   • Anticipate, identify, and respond to employee questions and concerns consistently and promptly.

   • Consider other stakeholders' perceptions, opinions, and expectations in communication efforts.

   • Empower employees to serve as communication allies and advocates internally and externally.

7. Effective Messaging and Control:

   • Communicate facts, feelings, and actions openly to address issues and alleviate fear.

   • Implement a one-voice policy to ensure consistent messaging and avoid the spread of miscommunication.

8. Convincing Leaders on the Value of Feedback:

   • Argue for the value of employee feedback in tracking message effectiveness, understanding employee perceptions, and gathering valuable suggestions for improvement.

9. Involvement of Senior Management:

   • Senior management should be actively involved in providing relevant information, guidance, and motivation to employees, especially during times of distress.

10. Consideration of External Expertise:

    • Management lacking theoretical knowledge and crisis communication experience should consider hiring qualified external consultants for guidance and support.