When organizational change is coming, explain how it relates to your mission — and how it will benefit employees.
This can be detrimental for any company trying to implement change. When employees don’t understand why changes are happening, it can be a barrier to driving ownership and commitment and can even result in resistance or push back. And employees’ resistance to change is a leading factor for why so manyExecutives and those responsible for leading change cannot assume that employees understand the reasoning behind them. You must spend time explaining the changes andthey are important.
The campaign explained how FMC would gain a broader product portfolio, an expanded global footprint, and full-discovery R&D capabilities – all of which helps them achieve their aspirations of helping customers feed a growing population in a sustainable way. While the integration is still underway, the campaign generated excitement for the acquisition among employees, and is still used today to communicate the promise of the new FMC.
A few years ago, I supported change communications for the integration of two leading companies in animal health. A leader at one of the organizations was exceptionally good at communicating how individual employees would benefit from the merger. And it wasn’t just about new job opportunities or increased market share.
When planning for major change events, it is important to solicit feedback and engage people in the process. This helps build ownership in the change, and makes employees more likely to support the change and even champion it.
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