Communications in Change

Need to be careful that change is not seen as a battleground between rival forces fighting for their own interests to be protected. Lack of communications can result in a lot of misinformation becoming widespread and circulated through informal communication networks and thus increasing resistance to change. 

"... Communication needs to take account of various perspectives of the different stakeholders if it is to be effective. Communications focused on providing rational explanations are unlikely to have a significant impact if ambiguity and uncertainty are prevalent..."

Mabey as quoted by Taryn Haynes-Smart, 2010  

"...Effective communication and feedback is a critical element in applying support and change management. Practising good communication skills can be seen to get acceptance for change more quickly and is more likely to be able to encourage support and understanding from the relevant stakeholders. The issue of employee involvement is closely linked to communication. Involvement has been suggested as an important driver of employee commitment, boosting both morale and quality of effort..."

Taryn Haynes-Smart, 2010 

Even though communications, ie the flow of information, is most critical in the initial change sequence, it cannot be neglected in later phases. Impacted stakeholders need to have an understanding of why changes are occurring and how the project is progressing:

“...When communication is not forthcoming, employees construct their own information. In the absence of formal communications about change, rumours and grapevine discussions are filling the gap that in turn leads to decreased receptivity to change and increased cynicism, discontent, uncertainty and frustrations as rumours spread quickly through informal social networks..."

Frahm et al as quoted by Taryn Haynes-Smart, 2010