Navigating Change: Planning and Communication are Key

For the past two years we have worked with a client who, just last week, moved approximately 600 employees into a new, state-of-the-art facility. The move represents about half of the total employees who will be moved to the building over the next couple of weeks and is one of many moves that have taken or will take place in multiple locations over the course of two years for this organization. It’s an enormous undertaking, and one that represents much more than a physical move.

Our client is (very wisely!) using this move as a catalyst to spark cultural change – introducing new ways of working, re-invigorating employee pride and morale, and establishing new expectations for behaviors. None of these things just happen automatically when people walk through the doors of the new building. Efforts like this require a long-term, strategic, change management plan that starts way before boxes are packed and requires significant momentum to maintain once people are settled.

Whether it’s moving locations, an acquisition or another major change, communication is critical. If your company is rolling out a major change, consider the following best practices:

Planning and Support

Engaging Employees

Continued Engagement

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