Strategies for Communicating Significant Company Changes Effectively

This presentation delves into the critical aspects of business communication during significant company changes, addressing the common fears and challenges employees face. It highlights the importance of clear and honest communication from leadership, emphasizing the need to engage employees by explaining the reasons for change, its potential impacts, and the overall change process. The presentation references Weber's organizational theory and Tompkins and Cheney's organizational control theory, alongside practical examples from companies like Nike, Wells Fargo, and Starbucks. It concludes by emphasizing the need for organizations to facilitate smooth transitions by openly communicating changes, addressing employee queries, and acknowledging the importance of transparency and clarity in internal communication. The presentation also reflects on what went well, improvements needed based on feedback, and actions taken to implement those improvements, underscoring the importance of continuous improvement in communication strategies.

Business
Communication

TABLE OF CONTENTS
 INTRODUCTION
 Communicating with employees about significant company changes
 Theories involved in business communication
 Solutions to the issue
 Own solutions to the issue
 CONCLUSION
 What went well in presentation and why
 Improvements needed to be made according to the Feedback
 Actions taken to make suggested improvements.
 REFERENCES

INTRODUCTION
 Most of the employees naturally fear the change in the organisation and thus the
managers or the leaders struggle to keep the employees involved at the time of the change
in the organisation.
 Majority of the change can create uncomfortable situations for the employees as they
forces and challenges the employees out of their comfort zone into the new situations.
 Although, when the change is being properly communicated then it can become exciting
as it all depends upon the manner in which the message is being received by using the
channels of communication. (Kalogiannidis, 2020).

Communicating with employees about
significant company changes
 The mergers and the acquisitions, leadership shake up,
the set back in growth and the wide policy of the company
be it any kind of the change but it is going to affect the
employees in the company.
 In the past years, the big companies adopt the change
management across the globe and whether it is
noticeable or not
 The companies that are able to communicate in the
public are also implementing the process of the
communication internally and this can come out to be
complicated at any specific size (Bolten, 2020).

Theories involved in business
communication
 Weber's classic organisational theory of fixed
structures
o This theory was made by Max Weber who was known
as the pioneer of the organisational studies and his
theory which is the bureaucratic organisations is the
initial attempt in defining the structure of the
organisation and also offer meaning to the processes
of the communication that can occur in the
organisations. (Pikhart, 2018).
 Tompkins and Cheney's organisational control
theory

 This kind of the theory have four type of the control which specifies the ways
in which the organisation can implement the power in them and also they
are concertive, bureaucratic, technical and simple.
 Deetz's Managerialism theory
This theory specifies the opinions and the views of the organisation that take
into consideration the democratic aspects of the people and the authority
centres in the organisation (Sheffield, 2020).

Solutions to the issue
 Nike
The major communication issues that existed in the
organisation includes that the group of employees took the
renegade survey for the revelation of the toxic culture of the
company.
 Wells Fargo
The company implemented the thoughtful, direct and the
authentic communication for the internal stakeholders to create
trust and develop an open kind of the culture. (Tripathy, 2018).

 Starbucks
For resolving the issues of the communication in the
organisation, the company realigned complete organisation
to the core values and mission of the company, it
motivated the bottom up feedback from the partners on
the way in which the company was performing on their
own and adapt the best practices and the review policies
that develop the culture of the equality and inclusion.

Own solutions to the issue
 Communicating the reasons in an authentic way
The employees are required to be engaged in the overall functioning of
the business and for that purpose they must be informed about everything
in an open and honest way by being simple, straightforward and direct
 Communicating the changes from the top down
The most important change need the involvement, consistent modelling
and the commitment of the leader.
 Describing the impacts of the change
The employees in the organisation wants to know about the implications of
the change that will affect them in an personal and professional manner
and they also want to know that whether their role will change or not,
whether the way of the performance management will be changed or not.
Other solutions includes explaining the general change process and being
specific about the performance (Stadler, 2019).

CONCLUSION
 The changes that takes place in the organisation can be messy and constant. For making this
process of the change in a very simple way that does make the employees feel uncomfortable the
organisations are needed to make the transitions easy for the employees by conveying the
messages about the changes taking place in an open and honest manner and also by appreciating
and encouraging their queries, help and the commitment.
 From the above slides it has been concluded about the ways in which the business communicate
with the employees about the important changes that takes place in the company (Overton, 2022).

What went well in presentation and why
From the presentation, the most important thing that was being learned was
the ways in which the companies can improve their strategies of
communication in order to excel at the organisation and for this purpose some
of the strategies of most of the organisations tends to fail because they so
some mistakes and in order to avoid those mistakes the organisation must
keep in mind some things which are that the employees are not able to
understand the rules which are invisible and these rules can take place in
many forms such as the quality vs speed, commercial vs people focus,
efficiency vs innovation, central vs local focus, consistency vs empowerment,
unity vs diversity and many more.

Improvements needed to be made
according to the Feedback
 The improvements which are needed to be implemented in the effective communication of the
change in the organisation includes acknowledging the change in which the main aspect is by
conveying the thoughts with clarity and also being transparent and this counts in the best
practices in the internal communication.
 Giving the clear guidelines to the employees on priority and this can be done by the internal
communications departments that can function with the leaders in order to clarify the priorities of
the organisation and then decreasing the negative influence of the cultural change on the workers
in the organisation, by being specific about the wants of the company by translating the top level
principles into the particular work situations which can assists the employees in prioritising the
suitable behaviours in their tasks.