Driving change through consistent and frequent communication

Leading change

Driving change through consistent and frequent communication

5 minutes

Change is never easy, but it’s a part of every team’s journey. Whether it’s adopting new processes, responding to challenges, or taking on new opportunities, how you support your team during these times can make all the difference. When people feel guided and understood, they’re more likely to adapt and even thrive through the process.

Here are five impactful ways to consistently communicate and connect with your team during change:

Continue communicating with consistent and regular messaging

Encourage and communicate change with consistent language. Suddenly shifting to different language, even when the change transition has been completed, can cause confusion over actions that have already been reinforced.

Share the good and the bad

Be open with what you can about the change -- best practices, progress updates, and even setbacks. By being transparent, you create a sense of security that encourages your team to progress without fear of mistakes. This also has the potential to encourage your team to be experimental with how they adapt to the changes.

Recognise progress in your team

Reinforce change by positively recognising it. Identify where change was successful or well in progress, and celebrate it with team members to positively reinforce their confidence, further motivating them as they transition to new processes.

Cater to different communication preferences

By using different modes of communication, you ensure that your team is aligned with any updates. This approach accommodates different communication styles, ensuring that everyone feels included, engaged, and fully understands the changes taking place.

Open the floor for concerns, checkins, feedback, and frustrations

Encourage your team to participate in the change process by providing opportunities to share concerns, suggestions, and best practices. Offer multiple ways to connect—email, chat, or quick check-ins—and acknowledge their input. When people feel heard, they’re more engaged and invested in driving successful change.

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