Management of change is dependent on how the information concerning change is passed on to the employees from their superiors. In complex organizations, good communication is essential in making massive changes. However, most leaders and managers are aware of it, but it's challenging practice it. Lack of commitment and understanding that effective communication poses an emotional and intellectual challenge leads to inconsistency and under communication regarding change. Kotter (2021) notes that effective communication tools are; leading by example, handbooks, consistency in making the firm's goals clear, and direct involvement of employees in the company goal-setting criteria. Change is easy to implement when every individual is informed of the objectives and feels like they are part of such changes.
Managers and the leaders in an organization have to walk the talk since it paints a clear picture of the communicated changes and managers whose behavior backs their words. When leaders don't act, their communication negatively affects the employees since they look up to their seniors for motivation, confidence, and inspiration. Emphasis on consistent communication of the dream for change should be done by reminding the employees through presentations, the firm's newsletters, internal training, and emails (Spiro, 2021). The repeated sell-out of employees' importance and their future in the company changes the employee’s reaction to changes and contributes to the vision with enthusiasm. As a mutual objective guide the entire firm, permanent links are created between employees and managers, enabling ease in coordination towards achieving the intended goal.
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References
Kotter, J., 2021. Think You're Communicating Enough? Think Again . [online] Forbes. Available at: < https://www.forbes.com/sites/johnkotter/2011/06/14/think-youre-communicating-enough-think-again/?sh=33944f686275 > [Accessed 16 February 2021].
