When the pandemic hit, organisations faced unprecedented challenges, and many had to swiftly pivot their processes and ways of working to survive. For example, remote working became a necessity as lockdowns were imposed, leading to a rise of hybrid working models and the concept of working from anywhere.
Initially communicated as temporary changes whilst the world was in lockdown, such models and concepts have now become standard for many organisations. Throughout this year, we’ve also seen company’s experiment with new and more innovative approaches to give their employees even greater flexibility post-pandemic, such as four-day working weeks.
After almost 12 months of trials to discover the best fit for their teams and operations, and as we near the beginning of a new year, it’s time to introduce consistency; it’s time for businesses to firm up their ‘new normal’ and communicate it to their employees.
Communicating change to employees is complex, and it’s vital to make sure the message has been fully received and understood. Here are five tips to help you get it right:
1. Reflect on the journey
Before communicating your ‘new normal,’ take a moment to reflect on the journey your organisation has undertaken in 2023. Acknowledge the challenges faced, the lessons learned, and the successes achieved. This reflection will set the tone for transparent and positive communication with your employees.
2. Share the insights from any experiments you undertook
Highlight the outcomes of any experiments you conducted throughout the year. Discuss the successes and how they have positively impacted the company and its employees. Also, openly address any initiatives that might not have yielded the desired results and the lessons learned from those experiences.
3. Clearly define the ‘new normal’
Be explicit about what your company’s ‘new normal’ entails and how it will impact employees’ daily work lives. Whether it’s the continuation of remote work options, revised working hours, or changes to physical office arrangements, clearly communicate what employees can expect going forward. Having a list of FAQs can be valuable here.
4. Address employee concerns
During the communication process, provide opportunities for employees to ask questions and share their concerns. Addressing these concerns openly and honestly will foster trust and confidence in the new processes.
5. Provide support and resources
As the organisation transitions into its ‘new normal’, ensure that employees have the support and resources they need to adapt successfully. Offer training, guidelines, and ongoing assistance to help employees navigate whatever changes you make. If you’re introducing new systems, for example, make sure you give your team the time and knowledge to navigate them confidently.
At HR Star, we understand the importance of effective communication during times of change. Our specialised People Insights service can help you gain valuable insights to inform your people strategy and the best way to communicate it to your team.
Or, if you’re looking for a more comprehensive approach, our People Strategy service includes the creation of a customised strategy that aligns with your company’s vision, values, and goals so that you can navigate the ‘new normal’ seamlessly in this ever-changing landscape.
Get in touch with us today if you need our support and together, we’ll craft a fluid communication strategy to steer your organisation towards success in the year-ahead. Email [email protected] or call 01242 500 557.
