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Change communication: using strategic employee communication to facilitate major change

Deborah J. Barrett (Deborah J. Barrett is based at Houston, Texas, USA.)

Corporate Communications: An International Journal

ISSN: 1356-3289

Article publication date: 1 December 2002

Abstract

Whether organizational change results from a merger, acquisition, new venture, new process improvement approach, or any number of flavors‐of‐the‐day management fads, employee communications can mean the success or failure of any major change program. The Strategic Employee Communication Model with the best practice definitions, which are composites of effective employee communication examples collected from researching selected Fortune 500 companies, help management understand the strategic role of employee communication in a high‐performing company. The model functions as an analytical tool to diagnose a company’s strengths and weaknesses in employee communication so that the company can structure the change communication program and position communication to facilitate the overall change program. In this paper, I explain the Strategic Employee Communication Model and best practice definitions, demonstrate a change communication approach to improving employee communications using the Strategic Employee Communication Model, and provide a case study of the successful use of the model and approach during a major change program.

Keywords

Citation

Barrett, D.J. (2002), "Change communication: using strategic employee communication to facilitate major change", Corporate Communications: An International Journal, Vol. 7 No. 4, pp. 219-231. https://doi.org/10.1108/13563280210449804

Publisher

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MCB UP Ltd

Copyright © 2002, MCB UP Limited