Communication during organizational change: Our goal is for you to TALK with your employees
Communication during organizational change is tricky.
What we learnt from our users with the highest employee morale is simple:
Our goal is for you to talk with your people.
If you do an experiment and ask 4 or 5 random employees you meet in the corridor… How do you think people would press on the Celpax device leaving work today?
In many cases, your employees would already know what the results would be.
Because most people already know what the employee mood is like at work.
So what’s the problem? It’s not being talked about.
Or it’s not being talked about when the managers are around.
The challenge you’re facing is to go after this.
To get people to open up and start talking about how they feel about the organizational change. So you can do more of what makes people press the green button and fix what makes staff press red.
To try and make changes and see if they work. Measure, talk, improve. Repeat!
Technology should make conversations BETTER.
Not replace them.
If your organizational change will work or not depends on how your people react to what is going on.
It’s easy to pretend things are great. But when they’re not, well, they’re not.
PS. When dealing with communication during organizational change, start talking about the green first!
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