Effective Change Communication For A Private Tertiary Education Provider Essay

Organisation Communication is the thought, investigation, and feedback of the part of communication in authoritative settings.

In order to successfully and effectively implement change all of the employees should have a good understanding of how the changes will benefit the organization, their positions, and how it might impact their routines. To many employees the implementation of change is not always properly communicated, and the process of change on paper as it is being implemented can be threatening as well as confusing. Also, the people behind the scenes making the changes may not have taken specific details into consideration regarding effective changes that perhaps the employees

| One of the main learning points that I read was that communication needed to be thorough and maintained through the course of the changes to ensure that complacency didn’t set in or any regression in the implementation of the changes. Another is that consideration should be given to the concerns of the individuals that will be directly affected.  It is important to note these because these are sometimes the breaking points for an unsuccessful implementation. Especially considering the individuals affected, it so simple just a little extra time understanding how and what the change will affect will ease the process in the

Communication breakdowns within an organization may contribute to resistance in changing organizations. Managers must be prepared to talk candidly about the needs for change, otherwise fear and uncertainty will remain a prevailing element that can damage morale and prevent successful implementation of the desired changes at all levels of the organization. Employees need comprehensive information about the nature, processes, and consequences of organizational change.

The human resources department needs to revisit some of their decisions to strength their portion of the structure and better the company for the future. The high turnover rate has caused lack of employee motivation, low morale and with pay levels below their competitors’standards; there is lack of structure in the performance review process within the entire company. These issues can be corrected by creating a coaching, feedback process, and

Managers need to determine the best method of communicating the changes to the employees that are directly affected. This material presented in last weeks class and in the course material helped us understand how important communication is when implementing changes in a work environment. The course book identified four main approaches to managing change in an organization. Lewins’ Three-Step Model argued that successful change in an organization follows three steps: Unfreezing the status quo, movement to a desired end state, and refreezing the new change to make it permanent. (Robbins & Judge, 2011). This approach requires manages to evaluate the need for change and implement a plan of action to help the organization manage changes effectively.

Communicating the change requires every opportunity to reiterate the dream and focus of the change. We want to make sure that we communicate this vision by 10 times more than normal. Fill free to have weekly meeting to ensure that all questions are answered and to answer new questions. Make sure that your employees understand the new system very well.

Not establishing and communicating a consistent change message: A change message and goal was not agreed on by all stakeholders early on in the process. This eventually led to an end product that no party was completely satisfied with. Furthermore, communication with end-user stakeholders was often inconsistent and perceived as unauthentic. Instead of generating important feelings required for change readiness such as enthusiasm, this created feelings of anxiety, frustration and resentment within and between the different parties

With any change there are many factors involved within the process itself however communication has to be the key factor involved in the change process. Without this you cannot expect line managers or employees to support the change. With communication you need to ensure employees feel positive. It is also good practice the company adapts its style of communication depending on their audience and where they are in the change. Where one style might suit senior management, this might not be appropriate for administrators or cleaners. Communication can have a huge impact on the end result, it can also help to ensure targets are met, everything is kept in control and no employee disregards the change. Lack of communication could lead to frustration and lack of trust with employees.

Awareness for a change is the prime factor for an effective change. This step clarifies the logics and the considerations that trigger an obligatory change. The task like well-choreographed communication is going to help everyone to know about the requirement behind the intended change (ADKAR® Model Of Change).

2006, p412). Using techniques such as storytelling (Syedain 2007; Reissner & Pagan 2011) and having constant conversation of what is happening (Esposito 2014, 336), is crucial for employees to make sense of the change. Combined with artifacts, continuous communication helps staff to materialize new meanings to “constrain identity and action” according to Weick, Sutcliffe & Obstfield (2005, p409). This ultimately helps reinforce lasting culture change throughout the organization.

Any kind of change in an organization may be challenging as it may demoralize employees and minimize performance. Therefore, main concern for DSS was how to ensure the employees maintain the same level of commitment, for it to achieve its strategic goals. There was a lack of clear concise during the communication of the new organizational strategy to all levels in the organization. The management failed to provide a detailed implementation plan that was to be followed in order to achieve the desired results. The employees themselves also did not receive the communicated information in a favorable manner. Both Meg and Chris did also not communicate effectively during the organizational change. As a result, Chris did not fully grasp what was expected of her as a leader and her team. The management should aim at ensuring the communication within the organization is successful. Successful communication is achieved when both the sender and the receiver have a common understanding of the communicated information. Both Meg and Chris should set up regular structured information. For instance, through the use of memos, emails, written updates, or setting up periodic meetings.

“A communication audit is a systematic research method, which will identify the strengths and weaknesses of your current internal and external communications.”

In a recent study of major change, it was found that employees are highly critical of even well thought-out attempts to communicate change and multiple communication channels are preferred when communicating a change vision, plan and process (Elving, 2005;

The role of communication in organizational change is monumental. Conversely, many organizations have overlooked the inherent power that effective communication possesses. Spike and Lesser, 1995 regard communication as key to the successful implementation of change programs, because it is a tool for announcing, explaining, or preparing people for change, as well as for preparing for positive and negative effects of the impending