Even good things feel bad. Change is one of them. If you are not communicating strategies behind reorganizations, performance programs and nearly every initiative on your plate, you're not being a good business leader.

Good communication is good business. Employees who report high levels of knowledge about strategy and goals create value in productivity and as ambassadors to the potential hiring pool. It costs three times as much to re-train a lost worker and almost five times more to re-train a person for a highly technical or management position.

Follow the steps below to get employees "on message" and on board for the kind of change necessary to survive in the new, new economy:

  • Early and often -- Managers must get with the program early, so productive meetings with middle managers make it more likely you'll have them solidly on your team.
  • Get the look -- Change programs benefit from a branding campaign early on. Before your waste-of-time buzzers go off-look at the kinds of messages your employees get outside of work. The big brands mean big business. Develop one or two key messages -- "slogans" in the best sense of the word. They'll keep your team on track with your change mission.
  • Feed Me -- If you don't budget time and resources for feedback, you'll never know if you did the right thing. What an easy way to prove your worth to top management-or spur a "re-tooling" to get you where you need to be.
Berry Associates creates many kinds of change programs for companies large and small. With nearly 30 years of experience, we can help you help your employees get a handle on change.