Communication Plan

1. Communication Plan
STACEY KERNISAN
AET/560
APRIL 18, 2016
GREGORY DLABACH

2. Intro to British Airlines
• British Airways has noticed that the company is
operating very inefficiently and wasting valuable
resources.
• To remedy the situation, a new Chairperson was hired in
the hopes to increase profits.
• British Airways plans to restructure the entire
organization by reducing the workforce and focusing on
the paramount importance of customer service.
• The change process will look at creating a new culture
focusing on formation, offensive coordination,
privatization, expansion and defensive coordination.

3. Reason for a Communication Plan
 To infuse the need for change
throughout the organization
 To enable individuals to understand the
impact that the change will have on
them.
 To communication any structural and job
changes that will influence how things
are done.
 To keep people informed about progress
along the way.
(Tupper, pg. 319)

4. Launching a Communication Plan
 Four Phases
 Prechange approval
 Creating the need for change
 Midstream change and milestone communication
 Confirming/celebrating the change success
Pre-Change
Need for
change
Milestone
communication
Confirming &
Celebrating

5. Phase I & II
 Pre-Change approval for British Airways is
making changing to management with the
idea that changes will happen as part of his
hiring.
 Creating the need for change: British
Airways will communicate with
employees the need for the change,
provide a rationale for the change,
reassure the employee that the
change will be positive, and clarify
the steps in the change process.

6. Phase III & IV
 Midstream change and milestone communication
 Employees will have communication about the progress
 Managers will get feedback on attitudes and issues
 Find out any issues or misconceptions
 Clarify new roles, structures, and systems
 Confirming/celebrating the change success
 Inform employees for the success
 Celebrate the change
 Prepare the organization for the next change
(Tupper, pg. 320)

7. Technology to Implement Plan
 Computers/Tablets
 Web-based Educational Tools
 Social Media
 Internet and Intranet
 Mobile and Landline Phones
 Email
 Conferencing tools
 Webcam
 Microsoft Office

8. Effectiveness and Impact
 Surveymoneky.com to get feedback from staff, manager and other
stakeholders.
 Face-to-Face meetings to get information on how the changes have been
going.
 Hands on Observation to see if the change is being implemented and if it
is effective.
 Classes and instructional information to be given and evaluated in order to
find out if the information is being retained.

9. Feedback from Stakeholders
 Regular scheduled meetings to share ideas and thoughts on the change.
 Anonymous surveys to gain non-biases information
 Feedback should be during the entire process.
 One-on-one meetings and team meetings.

10. Negative Responses
 Being prepared
 Understand that not everyone is ready and willing to change. Be able to
understand some people may have negative attitudes and be ready.
 Listen
 Take the time to listen to peoples concerns and complaining with limitations. If
the change is just not working be willing to listen as to why and also ask for
them to offer an solution.
 Face-to-Face Communication
 Sit down with employees and try to find out the reason fro the negative
responses and how they affect the team.
 Use Team Leaders
 Use team leaders to me the middle person in order to gather information from
the employees as their spokes person and be willing and able to communicate
concerns to upper management.

11. Conclusion
 This communication plan will:
 Allow for stakeholders to understand the plan and how it will be implemented.
 Education on how the plan will affect the team and any changes to roles and
responsibilities will be shared.
 Promote participation and involvement from stakeholders.
 Let the employees know they have a voice and it is essential to the team.
 Open communication from upper management to hands on staff.

12. References & Images
References
 Tupper, C., Deszca, G., & Cynthia, I. (2012). Organizational change: An action-oriented toolkit (2nd ed.). Thousand Oaks, CA:
Sage.
Images
 Slide 3: Communication. (2014, September 19). Retrieved April 18, 2016, from
http://writemyessayonline.com/blog/importance-of-effective-writing-skills/ (Originally photographed 2014, September 19)
 Slide 5: 5 Signs That You Need a Change. (2012, September 19). Retrieved April 18, 2016, from
http://prairieecothrifter.com/2012/09/5-signs-change.html
 Slide 7: Career in Infomration Techology. Retrived from:
http://r.search.yahoo.com/_ylt=AwrB8qDeehVXLBAAxTSjzbkF;_ylu=X3oDMTBtdXBkbHJyBHNlYwNmcC1hdHRyaWI
Ec2xrA3J1cmw-/RV=2/RE=1461054302/RO=11/RU=http%3a%2f%2fgeek.oddblogger.com%2fcareer-in- information-
technology%2f/RK=0/RS=PxjhNrG.q_3qIcAdQ40biFyIWk0-
 Slide 9: Training Feedback. (n.d.). Retrieved April 18, 2016, from http://www.modumind.com/rcp-training/feedback/