Three top communications tips for restructures or company change 

Restructuring can be a challenging and unsettling experience for all involved. 

Employers must carry out the changes fairly and with meaningful consultation. With tensions often running high amongst affected employees, the wider workforce and even the community it is so important to involve your communications teams or agency as early as possible. 

At High-Rise Communications, we understand the difference well thought out communications can make at a crucial time. We are trusted for our honest counsel and change communications support, including when decisions aren’t easy or when the way forward is still uncertain. 

Read on to discover three important considerations when navigating a change process. 

1. Be open and approachable. Don’t hide away. 

At High-Rise, we teach our clients that clearly communicating the reasoning behind a change is fundamental to maintaining trust. Restructures can naturally bring pushback and questions, so explaining why a change is happening is the first way to manage uneasy feelings. 

People are more likely to come to terms with a decision when they properly understand it. And while it is tempting to rely on email, face-to-face communications are important too even if they are going to make you feel uncomfortable.  

To personalise the approach managers will also need to provide smaller scale team meetings and one-to-one check-ins. Employees who feel informed, listened to and respected are more likely to engage with change. Regular feedback also ensures intended messages are being received and understood. 

2. Tailor messaging for different teams.

Effective change communication requires consistency in core messages while allowing for tailoring that addresses specific employees’ needs and concerns. 

Assuming that the same approach will work for an entire workforce takes the person out of your communications strategy, and can make staff feel overlooked or not valued.  

It’s vital to tailor messaging to specific team members so they know what the change means for them and the team that they are part of. Recognise and acknowledge how any changes may affect different team members, and work to address those impacts clearly, sincerely and sensitively.  

As a result, change communications should include key points that explain: 

• The rationale behind the proposed change, clarifying the drivers and conditions that led the organisation to make the decision. 
• How the change aligns with the organisation’s mission. 
• The impact the change will have on all stakeholders and the day-to-day operations of the organisation, including changes to jobs and structures. 
• The expected opportunities that will follow the change, outlining how the organisation will be strengthened after the process is complete. 
• The support that is available throughout the process. 

Any language used in your communications needs to clearly show you care. The tone should be warm, human and empathetic. Clarity is also key. Using plain English and everyday language will ensure employees don’t feel alienated or distanced from the leadership team. Jargon and acronyms should be avoided if there is a risk employees will not understand them.  

 3. Be consistent. Don’t go quiet – other people will fill the void. 

A key part of our High-Rise organisational change training teaches the importance of providing regular updates after an organisation sends out their initial message. This helps to counter resistance, disengagement and burnout. 

Steady communication helps build trust between the executive team and the workforce and reduces any uncertainty throughout the process. Providing consistent updates will also help prevent the spread of misinformation.  

One way that an organisation can maintain regular communication is to use a multi-channel approach; the rule of three in communications outlines that people often need to hear or read information from at least three different sources to process it fully. This means that a mixture of in-person and digital communication can help make sure key updates are getting through. 

Whilst an organisational restructure will always present challenges, thoughtful communication throughout helps to minimise disruption and strengthen relationships. 

At High-Rise, we understand the importance of honest communications and are proud to be the North’s go-to agency for change, crisis communications and reputation management support. 

If you’re looking for a communications team you can rely on, contact us here.