The Build-A-Bear Workshop communication plan outlines a four-phase approach to effectively communicate organizational changes to employees, emphasizing the need for change and encouraging participation. It includes strategies for addressing employee concerns, gauging attitudes, and celebrating milestones throughout the change process. Effective communication tools such as emails, meetings, and feedback mechanisms are essential for success and employee engagement.

1. Build-a-bear workshop
communication plan
AET/560
Marchella Christian
Dr. Christine Nortz
(moodleshare.org)

2. Introduction
Launch communication plan for Build-A-Bear
 Infuse the need for change
 Enable individuals to understand the impact change will have
 Communicate structural and job changes that influence
how things are done
 Inform others about progress
(orion21.blogspot.com)

3. Four phases of the communication plan
A. Pre-change approval
B. Create need for change
C. Midstream change & milestone communication
D. Confirm & celebrate change success
(google.com)

4. Four phases continued
Build-a-bear communication plan is designed to:
 Inform BABW employees of the change process
 Encourage them to participate in the change
 Remind them of the need for change and the goal of BABW
and the benefits of the training
 Reinforcement of the learned behavior in training
(pcc2010ufg.wikispaces.com)

5. Pre-change approval phase
Requirement: Getting approval from top management concerning the change.
BABW has obtained approval from management who is aware of the situation.
Customer service training approval has been granted by top management.
(poncier.org)

6. Need for change
Purpose:
 Explain the need for change
 Provide rationale
 Reassure employees
 Clarify the steps in the change process (Cawsey, Deszca, & Ingols, 2012).
BABW will offer breakfast with management to address the need for change
(observatoriodelcoaching.com)

7. Change achievements
Purpose:
 To inform employees of progress
 To gauge employees attitudes
 To dispel rumors and misconceptions
 Acknowledge feedback concerning potential issues and
attitudes
 Identify/describe changes in organizational roles
 Commitment is reinforced (Cawsey, Deszca, & Ingols,
2012). (google.com)

8. Change achievement continue:
BABW will use email and reports for updates
Telephone conversations will be used to gauge attitudes.
Company face-to-face meetings will be used to celebrate major milestones
And to dispel rumors and misconceptions.
(openclipart.org)

9. Confirm/celebrate change
Purpose:
 To inform employees of the success of the change
 Celebrate the change
 Preparation of the next step in the change process
 Discuss employees experiences during the change (Cawsey, Deszca & Ingols,
2012).
BABW will hold a ceremony for all participants that complete the training.
A meeting will be held, it will be an open discussion about the change process
and what to expect in the future.
(mindzpeak.blogspot.com)

10. Technology needs
BABW will use:
 Emails
 Online surveys
 Online reports
 Telephone (Cawsey, Deszca, & Ingols, 2012).
These are the tools that will be use to communicate the
change process to the employees.
(threegear.tistory.com)

11. effectiveness test
To test the effectiveness of the training sessions, BABW will use:
 Employee feedback
 Discussions
 After-action-reviews
 Customer feedback
(onbecominggreat.blogspot.ca)

12. Management response
The response from management is essential to:
 Communication of the plan
 Implementing the plan
 Benefits of the change
 Address employee concerns as they arise
fmlopez48.wordpress.com

13. Continuous improvement
 Employee and customer feedback is vital to the success of BABW
 BABW will overcome organizational silence with an open discussion
 BABW will use customer feedback and AARS to:
a). Assess change
b). Collect data concerning change behaviors
c). Determine improvements/corrections that need to be made
(Spector, 2013).
(thinkandstart.com)

14. Addressing negativity
Build-A-Bear Workshop communication plan will combat and dispel rumors,
and negative responses concerning the change process.
To address negativity/rumors:
 Effective communication that is clear, timely and candid messages about
the nature and impact of the change.
(cute-pictures.blogspot.com)

15. Addressing negativity continue:
Effective communication will:
 Lower uncertainty
 Lessen ambivalence
 Lessen resistance to change
 Increase employee involvement
 Increase commitment of employees
(uoc1112-grupo3.wikispaces.com)

16. The change affects
Effective communication need to be in effect throughout all phases of the
change process.
The plan will:
 Communicate the steps within the process
 Identify all issues that may occur within the process
 Adaptability within the process
 Improvement of the change process in the future
 Dispel all rumors
 Continuous feedback from employees
(twistedpositions.com)

17. conclusion
In an organization, having a communication plan is essential to the success
of an organization. There must be effective communication during each stage
of the communication plan. This will enable employees to move forward
and it will dispel all rumors, concerns and address issues that may arise
during implementation of the plan. Therefore, the success of the organization
that have an effective communication plan is vital and everyone can reap
the rewards from the changes being implemented within the organization.

18. references
Cawsey, T. F., Deszca. G., & Ingols, C. (2012). Organizational change: An action-oriented
toolkit 2e. Los Angeles: Sage Publication
Picture. (n.d.). Moodleshare.org
Picture. (n.d.). Cute-pictures.blogspot.com
Picture. (n.d.). Fmlopez48.wordpress.com
Picture. (n.d.). Google.com
Picture. (n.d.). Mindzpeak.blogspot.com
Picture. (n.d.). Observatoriodelcoaching.com
Picture. (n.d.). Onbecominggreat.blogspot.ca
Picture. (n.d.). Openclipart.org
Picture. (n.d.). Orion21.blogspot.com
Picture. (2010). Pcc2010ufg.wikispaces.com
Picture. (n.d.). Poncier.org
Picture. (n.d.). Thinkandstart,.com
Picture. (n.d.). Threegear.tistory.com
Picture. (n.d.). Twistedpositions.com
Picture. (n.d.). Uoc1112-grupo3.wikispaces.com
Spector, B. (2013). Implementing organizational change: Theory into practice. Boston:
Prentice Hall