Organisational change can produce ambiguity. In order to minimise this, leaders must be able to listen to employees’ concerns. HR should conduct frequent communication and discussions that provide a humane touch and focus on addressing the issues of employees. Recent studies have showed that communication has a positive correlation with many organisational outputs, including organisational commitment, performance, and job satisfaction.
Meaningful communication requires a degree of “cognitive organisational reorientation”, including comprehension and appreciation of the proposed change. Employees who feel more invested in the process of company change show higher levels of motivation and internalise new methods of operation more quickly. This allows for a smoother transition and helps the company increase overall productivity.
Aligning the business goals of the company with the personal goals of employees can help HR to increase motivation through an organisational change. Transparency goes a long way towards assuaging employee doubts about a change, and allows workers to feel more involved with the company's new initiatives.
Employees are the key sources to bring about change in any organisation. To encourage them, the business must address any apprehensions and issues related to the change. Job insecurity should be decreased and a sense of community should be created so that employees may feel their responsibilities. The need for change and the advantages will motivate the staff to participate in the plan and help execute it.