Important: This website uses cookies primarily for analytics and communication purposes.
Close
Cherington HR
Home Our Business Services About Us Clients Contact Us Newsletters
© Cherington HR Ltd 2018

Newsletters

Change - Communication and Involvement
The most important aspect of any change is the need to communicate continually with those affected by any potential changes. This can include employees, suppliers, and clients so that you can manage their respective expectations.

If you have staff representatives or recognised TU committees then use them to ensure that the message you are trying to deliver is consistent. The communication however needs to be tailored to each audience so that you answer the WIIFM (What’s In It For Me?) question. Until they understand the impact on them personally, they will not be listening to the rest of the arrangements.

The other important aspect of any communication exercise is that it is two-way. Your employees may have particular concerns that need addressing - or they may have valuable suggestions of more effective or cheaper alternatives to the change you are proposing. Be prepared to listen and show that you will consider proposed alternatives!

If your employees feel that they have contributed to the decisions regarding the changes, they are more likely to adopt the new ways of working and co-operate fully.
Posted on 19 Nov 2016


Cherington HR Limited is registered in England and Wales Company No. 5780092. VAT No. 879 0946 64
Registered Office: Cherington House, Mulberry Drive, Upton upon Severn, Worcester, WR8 0ET, England

The cheringtonhr® name and logo are UK registered trade marks owned by Cherington HR Limited.

Cherington HR Ltd. Website Privacy Policy