When change initiatives fail, the culprit is often a lack of good communication from management. But that’s not always the whole story. Communication isn’t just about what management says; it’s also about how employees listen.
This point was made to me by an executive whose organization had difficulty in getting employees to buy into changes it had proposed. He felt his employees were choosing to tune out as a form of resistance. Such resistance can often sabotage the best efforts of management to drive change throughout the organization. It even happens when managers are diligent communicators and active in the communication process. Resistance will occur for any number of reasons: perceived loss of autonomy, fear of the unknown, or a dislike for upsetting the status quo.
And then when the long-discussed change occurs — be it an organizational transformation or a move to a new facility — the disgruntled rank and file mutters about not being consulted and blames management for being heavy handed.
What can you do to avoid, or at least mitigate, this kind of ugly situation? It will take efforts before, during, and after your communication push: