Sie haben Schwierigkeiten, Ihre Mitarbeiter für die neuen Kommunikationspraktiken zu gewinnen. Wie können Sie ihre Unterstützung gewinnen?

It's crucial to identify the gaps that occur due to a lack of communication. To do this, it's important to listen to and observe the team. Presenting these issues in a simple and straightforward manner can help convince the team to communicate more and understand that complex problems can often be completely avoided with a simple conversation.

To get employee support for new communication techniques, emphasise clear, open, and honest communication. Explain the rationale for the adjustments and how they will help the team. Use a variety of communication tools to make sure everyone knows. Engage workers in the process to promote a feeling of ownership and discuss problems openly. Highlight the beneficial effects on their job and the organisation. Frequently reiterate the message and offer assistance during the changeover.

Anything that involves both sides is communication. Many employers nowadays have developed a habit of simply passing on instructions and calling it communication, without ever hearing the other party. We need to work on our patience and our ability to truly listen to what others have to say. Making employees feel valued and involving them in the decision-making process will motivate them to take ownership and enhance productivity. This way, we can rectify the situation and bridge the gap.

Auf Widerstände stößt man in Veränderungsprozessen oft, weil vorab versäumt wurde, die Interessen der Mitarbeitenden zu berücksichtigen. Besonders bei so weitreichenden Veränderungen wie eine Veränderung der Kommunikationspraktiken, was oftmals als Eingriff in den eigenen Stil und Persönlichkeit gesehen wird, benötigt man viel Empathie und echtes Zuhören, um dieses Versäumnis zu heilen. Zum zuhören gehören das Hinterfragen und vor allem die Bereitschaft die Sichtweisen der Mitarbeitenden zu verstehen und zu respektieren. Veränderungen sind emotional. Das bedeutet, dass wir auf die Bedürfnisse, Erwartungen und Emotionen der Mitarbeitenden Acht geben müssen. Wichtig ist es, an dieser Stelle keine unhaltbaren Versprechungen zu machen.

I’ve definitely faced resistance when introducing new communication practices, and what I’ve learned is that it helps to start by explaining the "why" behind the change. I take the time to show the team how these new practices will actually make their work easier or more efficient. If they can see the benefits for themselves, they’re more likely to get on board. Another thing that’s worked for me is to involve the team in the process. I ask for their input and listen to their concerns, so they feel like they have a say in how the changes are implemented. Sometimes, I’ll even tweak the plan based on their feedback to make sure it’s something that works for everyone.

When explaining the "why," it's crucial to guide your listener to reach the conclusion on their own. To convince people, you need to understand why they might be taking a different path than you and then provide them with all the tools they need to find their own way.

Explicar os Benefícios: Mostre como as novas práticas melhorarão o trabalho deles, seja economizando tempo, reduzindo erros ou facilitando a colaboração. Quando os funcionários entendem o “porquê” por trás das mudanças, é mais provável que as aceitem.

After the listening stage, you’ll need to assess the best method of communicating “why”: individually, as a group, or a combination of the two. Each method has its pros and cons; however, when in doubt, the latter approach is more conservative. In an individual setting, you can address each team member’s concerns while building rapport and earning buy-in. In a group setting, you can promote solidarity. However, if your downline is too large and the combination approach is not administratively feasible, you may consider having other champions of the new practice meet with your team to advocate for it.

Reuniões em grupo para ouvir sugestões, reclamações e opiniões sobre o andamento dos processos internos será importante para o crescimento da gestão. Quando o gestor tem um canal livre para os colaboradores debaterem melhorias a empresa só tem a ganhar, com novas soluções (de forma gratuita, não precisou contratar um consultor para fazer isso), e o colaborador se sente valorizado pela sua contribuição.

To train this new communication pattern, it's essential to lead by example and encourage the team to adopt these practices. With just a few daily messages and consistent examples of effective communication, you can change the behavior of the entire team.

Treinamento e Suporte: Ofereça treinamentos claros e recursos de suporte contínuo para ajudar os funcionários a se adaptarem. Isso pode incluir workshops, tutoriais ou um sistema de mentoria.

Comprehensive is great for evidencing that you've done your job.......but don't forget to please create a engaging quick guidance. A support desk is really super for this, guidance can be put straight into application and issues can be picked up quickly.

Instead of traditional training sessions, consider hosting interactive workshops where employees can practice using new communication tools in realistic scenarios. These workshops can be designed to be hands-on and collaborative, helping employees gain confidence in using the new practices in their day-to-day tasks. Introduce elements of gamification to the adoption process. Create challenges, leaderboards, and rewards for employees who engage with the new communication tools and demonstrate best practices. This can make the adoption process more enjoyable and drive higher engagement.

Effective training is essential when adopting new communication practices. Offer comprehensive sessions tailored to various learning styles and skill levels, ensuring everyone has the chance to become comfortable with the new tools and protocols before full implementation. A well-designed training program shows your commitment to supporting employees through the transition and can greatly reduce resistance, paving the way for smoother adoption.

When you start using new communication practices, it’s important to keep supporting your team. Be available to answer their questions and help when needed. You could set up a helpdesk or have a few knowledgeable people on the team who can assist others. This makes sure no one feels lost after training and helps everyone get comfortable with the new system.

Depute employee ambassadors- Identify and empower a group of enthusiastic employees to act as ambassadors for the new communication practices. These ambassadors can serve as go-to resources for their peers, offering support and guidance, which helps to build a sense of community and shared responsibility.

Be available to answer questions and offer help when needed. Set up a helpdesk or designate super-users who can provide peer-to-peer assistance. This support system ensures that employees feel guided and not left on their own after training, helping to maintain momentum and confidence as everyone adapts to the new system.

Acknowledge and celebrate employees who are actively embracing new communication practices. Whether through formal recognition programs or informal shout-outs during meetings, recognizing their efforts can inspire others to follow suit. This positive reinforcement creates a culture of continuous improvement and collaboration, encouraging everyone to engage with the new tools and practices.

Focus on demonstrating the benefits and actively involving them in the transition. Start by clearly explaining why the changes are necessary and how they will positively impact both individual roles and the organization as a whole. In my coaching experience, I worked with a leader facing resistance to new communication tools. We began by organizing workshops to showcase the tools’ features and benefits. Engaging employees in hands-on sessions allowed them to experience the value firsthand. Providing concrete examples of the improvements these practices will bring can make the new approaches more relatable and less daunting.

Reconhecer e Recompensar: Reconheça publicamente aqueles que adotam e utilizam eficazmente as novas práticas. Recompensar o comportamento desejado pode incentivar outros a fazerem o mesmo.

Coloque a sua equipe no comando de novas ideias, ouça as sugestões, cobre pelo resultado e transfira responsabilidades. Sua equipe é formada por profissionais, e para isso eles foram contratados. Estar a frente de um projeto é reconhecer a confiança depositada na contratação dessa pessoa.

Don't be afraid to pivot or even abandon new practices that aren’t resonating. The goal is to foster effective communication, not to stick rigidly to a plan that doesn’t work. Use the feedback you’ve gathered to make necessary adjustments. This might mean simplifying processes, introducing new tools, or even rethinking the entire strategy.

this one is important, Ensure that the leadership team is visibly endorsing and using the new communication practices. When employees see that these practices are supported from the top, it reinforces their importance and encourages wider adoption.

Be open to making changes to the new communication practices if they aren’t working well. Pay attention to feedback from your team and be willing to adjust things as needed. This flexibility shows that you’re committed to finding what works best and that you listen to your team’s concerns. By continuously improving the system, you can make sure it keeps meeting everyone’s needs as your workplace grows and changes.