Change is constant and unavoidable in the digital tech business environment. Good and effective communication guides employees to see things clearly in the changing environment. However, when employees are aware of the fact that change is necessary they would take all the necessary steps to ensure the success of the change project. Today, we’ll discuss top mistakes to avoid in change communication; and mistakes to avoid in organizational change communication.
Top Mistakes to Avoid in Change Communication
Let’s discuss the top mistakes to avoid in change communication, and they’re as follows;
Limited Clarity
The key principle of effective communication is clarity, and the communicated message should be simple, clear, and straightforward. The goal is to express something that is difficult to comprehend. While changing and transforming key areas of your company that are causing bad experiences for employees, they’re creating forced relocation, job loss, financial difficulties, and other bad experiences.
Change leaders should communicate clearly and honestly and explain clearly the main reasons and causes for the change project. They should avoid hiding facts and pretending that everything is good and well. Pessimistic and disillusioned employees would lose faith in the company.
Over Communication
Often change leaders communicate the change project with employees at the lower level, and they do over-communication. Rather, they should only communicate the urgent need for change and the change project. The details of the change initiative should leave it for the supervisor and the middle managers to fill in the blanks like their changed roles and responsibilities.
Overcommunication of the change leaders would jeopardize the relationship between the employees and their immediate supervisors. The change agents need to discuss the small changes in their roles and responsibilities with their employees.
Delayed Communication
When the change leaders communicated the change project to the employees at the last minute; they didn’t have time to prepare and process the change both mentally and physically. It is necessary for them to communicate the changes sooner. However, it allows you to develop a communication schedule and start planning about their new roles and responsibilities.
One-Way Communication
Effective communication is connecting and engaging with people, and it doesn’t mean throwing a pile of information at them and expecting them to follow it. Change leaders often make the mistake of doing one-way communication without listening to their feedback.
However, successful change communication comprises having an open dialogue and communication with employees and stakeholders. Good and effective change leaders encourage their employees to share their feedback with the company. It doesn’t matter what communication channel you are employing, you should make sure that it is two-way communication. You should ask their concerns, questions, and fears about the change project.
Irregular Communication
It is not a good communication to send one email and message and finish with it. Often, effective communication comprises repetitive messaging back and forth. You need to the same message multiple times before it fully sinks; you should be regular with your communicated message.
However, the problem with irregular communication is that you are not giving priority to the employees and stakeholders and you don’t care about the concerns and questions. Sending one email message sends exactly the same message.
Companies and change leaders should follow the change communication strategic approach that is frequent with employees and stakeholders by employing different channels and mediums of communication.
Wrong Communication Change
Often, change leaders choose the wrong communication channel for discussing the change project. Selecting the right medium and channel of communication would define the success of the change project.
For instance, if you want customer feedback and send them one email, there is a very low probability that they will open up the email and share their feedback. If you employ a two-way communication channel, then it increases the probability of their engagement. Most importantly, the wrong communication channel would lead them to misinterpret the message and create mistrust among employees and the management.
No Q&A Session
Chang leaders often assume the fact that their employees and stakeholders understand everything they have said. Instead, they should confirm it first with employees to ensure that they’re on board with the change plan. It saves a lot of time and resources for the success of the change program when employees are asking questions without asking. Change leaders should develop an open culture where they can ask questions without hesitation.
Controlling Your Emotions
Emotional reaction has no place in change communication. Change leaders should positively respond to the concerns and queries of the customers without reacting to them. They should try to remain calm, relaxed, and cool even in the difficult situation and circumstances.
Conclusion: Top Mistakes to Avoid in Organizational Change Communication |Mistakes to Avoid in Change Communication
After an in-depth study of the mistakes to avoid in change communication; we have realized that change communication is highly significant for the change program. If you are learning about the top mistakes to avoid in organizational change communication; then you should keep in mind the abovementioned best practices and strategies.
Ahsan is an accomplished researcher and has a deep insight in worldly life affairs. He goes Live 3 days a week on various social media platforms. Other than research writing, he’s a very interesting person.
