Facilitating Change: Communication Tips and Strategies to Adopt a New Work Model

Through changing work models and business priorities over the last several years, many companies have experimented with different workplace strategies to best support their productivity and employees. As companies continue to iterate on office policies and ways of working, many overlook key change management opportunities to engage end users in the decisions and effectively communicate upcoming transitions.

When implementing a new policy or work model, your company may be asking questions like: How can I encourage teams to adopt this new model? What will make workers less resistant to trying new spaces or creating new habits? How do we create advocates and change people’s habits to support the new office environment? What is the most effective way to communicate so the messages resonate?

Below are a handful of communication and change management recommendations to help reduce friction in workplace transitions and encourage employee adoption of new practices.

Identify and Engage Change Advocates
Establishing a team of advocates at all levels, including leadership, is key to generating buy-in and excitement across your organization. Advocates can engage with coworkers to address concerns and elevate issues as needed. Seek out highly respected people with a strong impact on their colleagues to serve as either formal or informal advocates. It takes many individuals to model the right behaviors and vocally support the change, not just a few leaders.

Get Creative with Communications
When launching a new workplace program, concept, or effort, a compelling communication campaign is essential. Develop content that is informative, engaging, and unique to get your employees’ attention and ensure they retain the new information. These campaigns should leverage a variety of communications channels and content formats to reach the widest possible audience. Be sure to distribute information in a cadence that is digestible and clear so that your teams are informed, not overloaded with excessive details. Interspersing digital communications with in-person meetings and touchpoints will make the process feel more human and engaging.

Ask for Feedback
When implementing a new work model or policy, inviting employees to share qualitative and quantitative input will often uncover new information and yield important results. Consider conducting informal meetings, surveys, focus groups, and team meetings to collect data and rich anecdotal content to track the success of your project and identify any obstacles. Although it is tempting to finalize your project and move on, try to check in with your employees months and years after your project is implemented. Once you have your baseline, these additional check-ins can give you a sense of how utilization and sentiment are trending. You may be surprised by how employees’ initial reactions evolve!

Be Patient
People are creatures of habit, and adjusting to organizational change takes time. Change management and communication efforts require patience and empathy as people learn new workplace habits and practices. Remember the long game and stay the course with clear and consistent communication as you navigate change. For more recommendations or information on our Workplace Solutions team, reach out to Cresa’s seasoned team of advisors.

Chloe Cumbie

Director of Communications