Communication Plan

AET 560
FACILITATING CHANGE
LATOYA WADDY
DR. CHRISTINE NORTZ
MARCH 04, 2019
Objectives

 To understand why a well developed communication plan is necessary for

organizational change
 To determine who will be effected by the change, target audience
 To display delivery methods
 To review resources and technology used to communicate changes
 Engage employee feedback on upcoming changes
 Evaluate effectiveness of change communication
Expected Phases of
Communication of Change
 The prechange phase
 Developing the need for change
 The midstream phase
 Confirming the change phase
Leveraging Communication
Target Audience and
Delivery Methods
• IDENTIFY THE KEY STAKEHOLDERS OR THE STAKEHOLDER GROUPS
AS WELL AND THEIR INFLUENCE ON THE CHANGE.
• UNDERSTAND THE PREVALENT ATTITUDES TOWARDS THEIR
CHANGE AND HOW THIS MAY INFLUENCE THE OVERALL
PROCESS.
• IDENTIFY THE NEEDS OF COMMUNICATION AND THE POSSIBLE
RISKS INVOLVED IF THE NEEDS ARE NOT MET.
• DETERMINE THE VARIOUS METHODS FOR COMMUNICATING THE
MESSAGES AS WELL AS THE TIMING OF DELIVERY OF THESE
MESSAGES (MANAGEMENTSTUDYGUIDE.COM, 2019)
Audience Communication
Objective
Corporate Management and Human Corporate managers will
Resources need to: Understand the
rationale and support the
decision. Understand details
relevant to their position
(e.g., location and timing).
Plan communications for
their teams.
General Managers Accept the decision and
communicate to lower level
employees
Shift Supervisors Accept the decision and
communicate to lower level
employees and prepare for
training
Associates Accept the decision and
prepare for change and
training
3rd Party Contractors Accept the decision
Communication Timing or Frequency
Channels
Email and updates, Web As soon as the decision is
conferencing, Skype, finalized.
Telephone conferencing
In person meetings, web Soon after decision is made
conferences, Skype, emails
and updates, Intranet
articles,
In-person meeting to Soon after General
announce the decision Managers are notified along
Ongoing meetings and flyers with updates
and posters for continuous
updates In-person meetings
to prepare for trainings,
intranet articles
In person meeting delivered After management has
by General Managers, emails finalized training schedules
and update. Flyers and
posting for training dates,
intranet articles
Email, letters and phone After management has
calls, telephone conferences finalized training schedules
Employee Feedback
Statements Strongly Disagree Disagree Neutral Agree Strongly Agree

(1) (2) (3) (4) (5)

I am happy my
company is
implementing
organizational change.
This change will be a
positive process.
I do not want our
company to change.
I think that most
change will have a
negative effect on my
job
Plans for future
improvement are
necessary for this
company.
The change will solve
safety and
environmental
problems
The change will allow
me to effectively do
 Was it Effective?

• Was it persuasive?
• Was it Received by All channels?
• What was the employee
response? (feedback survey)
• How can we improve?

Source: Journal of Change Management, Sep2004, Vol. 4 Issue 3, p217-228, 12p, 2

Diagrams, 1 Graph
Diagram; found on p225
References
Aguirre, D. & Alpern, M. (6 June 2014)10 Principles of Leading Change Management Retrieved from:
https://www.strategy-business.com/article/00255
Armenakis, A. A., Harris, S. G., & Mossholder, K. W. (1993). Creating readiness for organizational change. Human
Relations, 46(6), 681. Retrieved from https://search-proquest
-com.contentproxy.phoenix.edu/docview/231489069?accountid=134061
Cawsey, T. F., Deszca, G., & Ingols, C. (2016). Organizational change: An action-oriented toolkit (3rd
ed.). Thousand
Oaks, CA: SAGE Publications, Inc.
Goodman, J., & Truss, , Catherine. (2004). The medium and the message: communicating effectively during a
major change initiative. Journal of Change Management, 4(3), 217–228. https://doi
-org.contentproxy.phoenix.edu/10.1080/1469701042000255392
Juneja, P. (2019) Importance of Communication in Change Management. Retrieved from
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Newman, A. (2016). Communication planning: A template for organizational change. Cornell Hospitality
Report, 16(3), 3-6.
Torppa, C., & Smith, K. (2011). Organizational Change Management: A Test of the Effectiveness of a
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