How to help mid-level managers communicate change

Consistency is crucial to messaging, especially amid significant transformation within your organization. Here’s advice on minimizing individual filtering so your message stays on point.

Managers’ personal filters can skew or even impede your messaging.

The remedy can be easier than you think. Providing managers with simple communications tools, such as talking points and FAQ sheets, can help them stay on message in face-to-face sessions—and help increase employee engagement.

For major initiatives or change management issues, a communications toolkit can be an effective solution. You can accommodate a range of manager communication styles by providing an electronic toolbox of email templates they can copy and paste into their own emails, bulletin board flyers they can print out at work, PowerPoint presentations, videos, tip sheets, training guidelines and more.

Managers’ preferences vary when it comes to communicating, so providing multiple delivery methods will aid in timely message dissemination that stays authentic to their management style.

If you can, give managers the news of a big change before the rest of the company gets it. For major change initiatives, giving managers a heads-up will help them process the announcement before cascading that information to their teams.

Before they can lead their teams, they should have a solid grasp of the upcoming change and all the ways it will affect the company. Providing this information in advance will also give these leaders a chance to get on board with what lies ahead. Once managers embrace the change, they will act as both communicators and reinforcers.

Brittany Walker is an account supervisor at Tribe. A version of this post first appeared on the Tribe Good Company Blog.

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