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Communication plan
- 1. Communication Plan Katrina Perry AET560 March 21, 2016 Dr. Charity Jennings
- 2. Launch the communicationplan • Use multiple messages and media sources • Face to face communication • Make direct authority figures deliver the message • Make plans clear and concise • Create an awareness for change
- 4. Effectiveness and Impact •Analyze the Financial Results • Examine the Customer Equity • Analyze Employee Performance • Examine the Organizational Integration Of Changes
- 5. Generating Continuous Feedback •Consistently use of surveys • Continue to create the awareness for change • Celebrate progress • Eliminate any misconceptions
- 6. Addressing negative responses •Education and Communication • Conduct a Force Field Analysis • Utilize Pull Tactics • Participation and involvement, • Facilitation and support • Negotiation and agreement, • Explicit and Implicit coercion
- 7. Affect of thecommunication plan
- 8. Reference • Cawsey, T.F., Deszca, G., & Ingols, C. (2012). Organizational Change An Action-Oriented Toolkit (2nd ed.). Thousand Oaks, CA: Sage Publications, Inc.
Editor's Notes
- #3 In order to launch the communication plan for the IT department at Google, multiple messages must be consistently delivered to the employees. Methods can include a departmental website, twitter account or Facebook page and emails solely dedicated to employees in this department. Media resources are valuable because employees maybe able to go back and look at the messages for pertinent information. In addition to utilizing media resource personal face to face communication is vital in order to ensure information is relayed and also to make sure information is clear and concise for the intended employees. Direct managers or authority figures should ensure that messages are received and clear expectations are the outcome. Within the IT department, direct supervisors have changed and therefore no solid direction was given which caused many of the challenges faced. As a result, face to face communication with direct managers is vital to ensure planned changes do not digress because of past challenges. Image: https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwiJiY70gtPLAhXGbT4KHd1YCoQQjB0IBg&url=http%3A%2F%2Fwww.workathomemomnow.com%2Fhow-to-create-a-relationship-marketing-communication-plan&psig=AFQjCNHGxbgmclgDfC6EKNQ6Kz_pCUgScA&ust=1458692366972732
- #4 Since the area needed for change is the IT department, most employees will be familiar with some forms of technology. Google also allows there IT to work with the software of their choice, much of the needs are more based upon skills in which employees need to master which is conducive to needed training in stead of technology. Image: https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwjco-vvhNPLAhXLdD4KHawDDoQQjB0IBg&url=http%3A%2F%2Folympus.sandhills.edu%2Fapps%2Fnews%2Fview.php%3Fid%3D560&psig=AFQjCNFq3lXCmuT0yPBAVdghLkYtpGwbdw&ust=1458692861052725
- #5 “In order to test the effectiveness of the communication plan and the changes thereof, a well-thought-out measurement and control processes will provide change leaders with valuable tools. Information from these measurement systems enables change managers to: (1) frame the implications of the vision in terms of expected outcomes; (2) monitor the environment; (3) guide the change, gauge progress, and make midcourse corrections; and (4) bring the change to a successful conclusion. ”Measurement and control occur at the end of the change process. In fact, change leaders should analyze these processes to help define the need for change, quantify what is expected from a change initiative, assess progress at specified intervals, and, at the end of the process, demonstrate the change initiative’s impact. Measures can help change agents in five ways: clarify expectations; make mid-course corrections; assess the extent to which initiatives are being internalized and institutionalized; assess what has been ultimately achieved; and set the stage for future change initiatives”. (Cawsey). The IT department at Google exhibited changes in financial results, customer equity, employee performance and organizational changes; therefore each of these components must be analyzed to ensure effectiveness of the plan. At the end ask these vital questions: What were the intended results, (b) what were the actual results, (c) why did the actual results happen, and (d) what can be done better, next time? Image: https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwikjsKckdPLAhWHGj4KHblCBiwQjB0IBg&url=http%3A%2F%2Fwww.bersin.com%2FBlog%2Fpost%2FThe-World-is-Local--A-New-Model-for-Human-Resources.aspx&bvm=bv.117218890,d.dmo&psig=AFQjCNFTqmpIE5vEVmYXTSAAKqwHratzaQ&ust=1458696263424165
- #6 “Surveys—involve the use of structures questions to collect information from individuals and groups in a systematic fashion. Survey feedback is an organization development technique that involves participants in the review and discussion of survey results. The goal is to actively engage them in the interpretation of the findings, the discussion of their implication, and the identification of how best to proceed”. One challenge in the IT department was that they felt as if their perspectives or opinions would have their positions eliminated.. Utilizing these methods would aid in the employees contributing to the change process and feeling encouraged to provide constructive feedback. Image: https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwiqmsLNkdPLAhUIyj4KHVwxCIQQjB0IBg&url=http%3A%2F%2Fwww.lumesse.com%2Fpower-feedback-%25E2%2580%2593-are-we-pulling-when-we-should-be-pushing&bvm=bv.117218890,d.dmo&psig=AFQjCNFX4pZSOtNQb77cEvoH1l-D_pdp7Q&ust=1458696356485690
- #7 Employees’ acceptance or rejection of measurements of a change initiative’s outcomes is important. When employees’ acceptance of organizational measurements increases, people experience less work stress, more job satisfaction, improved job performance, better work/family balance, less absenteeism, less job burnout, and more organizational commitment”. (Cawsey). In addition a force field and stakeholder analysis can be conducted as an examination of the forces for and against change and the positions of the major players and why they behave as they do. In addition pull tactics can be used as an attempt to draw IT employees in the desired direction through arousing interests and enthusiasm through inspirational appeals, consultation and their active participation. (Cawsey) Image: https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwjQm_zxktPLAhUKNj4KHaVbCIQQjB0IBg&url=https%3A%2F%2Fwww.linkedin.com%2Fpulse%2F20140920144242-744006-defense-or-offense-best-response-strategies-for-negative-online-reviews&bvm=bv.117218890,d.dmo&psig=AFQjCNFYjxMMwXCe_bVSxKtU3YgzQmcgUA&ust=1458696648074759
- #8 The final phase of a change program needs to communicate and celebrate the success of the program. These celebrations should be consistently done along the way to mark progress, reinforce commitment, and reduce stress. During the final stage of the change process a departmental discussion needed to be conducted to discuss any unfinished task or lingering misconceptions so that employees can be ready and equipped for the next change which may result as Goggle continues to revolutionize. Image: https://www.google.com/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&ved=0ahUKEwim66Chk9PLAhUEcD4KHRB1B4QQjB0IBg&url=http%3A%2F%2Fwww.venusindex.com%2Fthe-cascading-elements-of-change-indirect-versus-direct-effects%2F&bvm=bv.117218890,d.dmo&psig=AFQjCNElSR9mu_YuwPOYm9scr4tNxxMAsg&ust=1458696803216159