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-Who are the stakeholders? (who is driving the change and/or benefiting from it?)
-For each communication event, create a list of details. For example, who will write it, what is the topic, how will it be distributed, and how will you follow up.
-Create a list of communication events organizing them in the order that you will distribute. Include date and how you will communicate the message. These communication events will be aligned with milestones of the project.
-What changes will need to occur in the department in order for you to meet your objective(s)?
-Create a Calendar with Planned Events
Your communication plan needs to start right alongside the strategic planning. Aligned your communication plan along with all the steps of the project. Even if the change is relatively small, communicate throughout the whole process.
As soon as you know that you will be creating change in your department, you must communicate to your employees so they know what is happening. You are probably thinking…why get them anxious about the change when you don’t know all the details yet. They sense it already…as if the walls in the conference rooms have ears. It’s much better to hear from you and not from someone outside the department or company.
-What are the tangible results you would like to see from the communication plan?
Do you ever find yourself confused on how to best communicate changes to your employees? Here is where you need to do some serious brainstorming. Why? Because it takes a lot of communication to make a change successful.
-Who is the project leader for your communication plan?
You will make changes as your receive feedback from employees and others [link widoczny dla zalogowanych], but if you have a solid communication plan in place already, making minor changes is easier. You and your employees have to feel as much in control as possible…so no surprises if possible. This plan will not guarantee there are no surprises but will reduce the possibility.
==>Communication Plan
-What is the goal of the change?
-Who will need to change in order to insure the results will occur? Critical to know who will be most impacted as they are the individuals who you will need to insure fully understands the change.
-How long will it take to implement the change?
Note: Before you send out your messages [link widoczny dla zalogowanych], test the message with a few people to get their feedback. You probably have worked on the message numerous times and can’t see the more obvious missing points. You need to provide information in a language that people will understand. A fresh pair of eyes will be helpful.
When planning your communication events you need a solid foundation for all messages to your employees. Your communication must include clarity, consistency of messaging, continuous communications [link widoczny dla zalogowanych], and a forum for feedback. You want to insure that the information is received correctly and you are providing the necessary details for the employees to understand and accept the change.
Build a master list of communication activities that make up your plan. Here are some sample headings.
What you need to do is create a communication template and use it diligently in all of your significant changes. Here are some ideas to creating your communication plan
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