Change management communications are a special kind of challenge. As change management itself brings on many rather challenging hurdles such as handling human nature in resistance and tendency to not adhere to new things without a push, the challenges of communication in a proper form with this is going to be awkward as well.
Change management communications aren’t as simple as establishing a style of communication for training, or in interaction. Oh no, it’s so multi dimensional, requiring communication to and from the people working in change, the stakeholders, and the departments which are all affected by change, such as finances and directors and all the totem pole involved.
So, you have this network of communication, and you have to manage it so it’s all a singular, flowing entity, without any of the nodes getting redundant communique. What are some things that can help with this?
#1 – Using Cloud File Storage
This is going to greatly help in keeping all documents and static information in one universal place, all updated in real time and let everyone who needs to access it see these updates in real time as well.
Along with this, access contexts can easily be assigned, meaning people can access what they need, but aren’t bothered with what they don’t need. This means reports, notes, logs and shared reference data for the change project are a central, stable thing.
#2 – Tying in Onboard
On top of being powerful for training, which is a big part of change, WalkMe and other onboard systems are also great for analytics capture as well. The unified documents, many of which are for tracking progress and statistics with change implementation, can be updated by these analytics captures in real time, tracking training and mastery statistics.
#3 – Using LMS
Another good thing that helps with training and communications at the same time is the use of an open ended LMS like Moodle. Moodle and others like it can deliver dynamic courses, reference materials and user discussions during training and analysis of new learning brought in by change.
This means students can discuss the new ideas, and talk to the teachers. The teachers can then filter out what matters from this side of the communication over to other branches.
#4 – Weekly Meetings
This can be done digitally or in person, it’s all a matter of choice here. But, every week, a meeting with the change leader and the people affected should be conducted. Discussion should be informal but appropriate and constructive.
At the same time, later that day, or the next day at the latest, another meeting between the change leadership and stakeholders and others on the other side of the fence who need to confab as well.
#5 – Have Open Door Day
Finally, on a less technological or grandiose side, have a day of the week when your door is open to everyone you work with. This includes people involved in the change as affected people, stakeholders, management and everyone else as well.
Encourage this to be a multi channel contact open door as well. Email, instant messages, SMS, social networks, instant messengers and other things should be open as well.
Everyone can boldly state their concerns, requests and voice their opinions, and this is good as a release of stress and apprehension as well as a good way to make sure everything is addressed properly.
So, change management communications is clearly a dynamics puzzle, but it’s possible to master it if you use your head, and use the technology and resources available to you.
WalkMe spearheaded the Digital Adoption Platform (DAP) for associations to use the maximum capacity of their advanced resources. Utilizing man-made consciousness, AI, and context-oriented direction, WalkMe adds a powerful UI layer to raise the computerized proficiency, everything being equal.