Change communication: keep up with the world

Change often causes stress and instability in an organisation. Apart from a small cluster of enthusiastic innovators, employees are generally very critical of change processes. “How will this change affect me? Why do we need to change? Can’t everything just stay the same?”

Communication and participation from employees is therefore the secret to success in every change procedure.

There is no one-size-fits-all solution for transformation and change communication. Think BBDO draws up a tailor-made communication plan for each individual change process. Respecting the brand’s history, culture and business priorities.

A successful change communication process turns employees’ anxiety into enthusiasm. We give employees the chance to ask questions, and provide reassurance, in order to then sketch a positive perspective for the future and build support for the change.

In this way, we convert support from a small group of ‘early adopters’ into wide internal support for the change programme.

Think BBDO translates a business strategy into a coherent internal communication plan, providing plenty of opportunity for participation. Dialogue with employees and external stakeholders feeds the plan for change, which is refined whenever necessary.

A wide variety of communication tools can contribute to support and enthusiasm for change: focus groups and dialogue sessions with both internal and external stakeholders; storytelling about change; round table discussions; innovation incubators, culture programmes; conflict de-mining; train-the-trainer-sessions, etc.