13 Tips For Managing Employee Morale During Major Internal Change

Employees can often struggle when companies make big changes internally. Whether it’s a revamp of the company’s main tools and processes, changes in leadership or even a pivot in the company’s goal or strategy, changes like these can make employees uneasy, as they question how the changes will impact their day-to-day work or their security within the company.

Often, change is for the better, and putting forth thoughtful effort to remind employees of this and to reassure them is essential—but can be difficult to get right. Before communicating your big news to your team, consider the following advice on how internal comms pros can best manage employee morale during times like these, as recommended by the members of Forbes Communications Council.

1. Be Clear About What Employees Can Expect.  To manage employee morale during big changes, internal comms pros should focus on transparency. Clearly explain why changes are necessary and what to expect. This approach reduces fear of the unknown, preventing second-guessing and performance drops. Regular updates and open channels for feedback help maintain trust and keep employees engaged throughout the transition process.
2. Ensure Your Message Is Consistent.  Maintain consistent and clear messaging. Major changes can be tough, and inconsistent communication can make them harder. Internal communications teams play a key role in managing morale by providing a steady, reliable voice to ensure messaging remains uniform.
3. Find The Right Format For Communication.  Transparent communication is key to managing change effectively, with a focus on the “what” and the “why.” It’s critical to consider appropriate formats for each topic. An email is not always the ideal solution. Consider town halls, team meetings, talking points for managers, FAQ documents for technical matters, for example.
4. Use Positive Energy To Get People Excited.  Never underestimate the value of “hype” and positive energy to get people excited about change instead of fearing it. Change management is hard, but getting people to see the value and driving their motivation to want to be part of that change is ultimately what marketing is all about. Develop strong talking points, line up ambassadors to help and repeat those messages internally until they stick.
5. Emphasize The Bigger Picture.  One effective way to manage employee morale during significant internal changes is through clear communication, emphasizing the bigger picture. Internal comms can highlight the long-term benefits of the change, foster positivity and support self-care and confidence-building. This approach helps employees feel more secure and motivated, knowing they contribute positively.
6. Offer Something Tangible To Encourage Positivity.  While empathy and inclusivity matter, offering something tangible after internal changes boosts morale. Whether it’s new tools, bonuses or exciting events, timing these right after a change shifts focus from disruption to positivity.
7. Approach Communication With Empathy.  Approach any big change with empathy—you’re in it together to reach a better outcome.

The other advice are: 

Use Touchpoints To Focus On The Bright Spots.

Empower Managers And Other Leaders With Messaging.

Provide Opportunities For Two-Way Feedback

Ensure The Executive Team Plays A Key Role

Leverage A Holistic Change Management Strategy

Foster An Environment Of Open Communication

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