Building Trust: The Power of Transparency in Communications

We’ve all heard the saying, ​“The only constant is change.” In today’s world, change is happening at an unprecedented pace, bringing with it an increased feeling of uncertainty. Over the past 10 years I’ve seen changes implemented across many industries including health care, financial services, gaming, and the energy sector. As a Change Manager, I’ve observed that many leaders are working through how to communicate difficult information effectively. Here are a few key strategies to help ensure smoother delivery: 

1. Acknowledge the Change: It’s crucial to validate your employees’ feelings about the change. Not everyone will react the same way, and many will need time to process their emotions. Recognize that the change will impact individuals differently and validate their experiences. Something as simple as saying, ​“I know this is a change for you”, can be so impactful to the people receiving your message.
   
   
   
2. Ground Your Message in the ​“Why”: Clearly explain why the change is happening. Whether it’s a new system, revised process, or a change in the product, provide a transparent reason that speaks to how it impacts your employees. Tying your ​“why” to corporate strategy can be important but so is being a human-centric in your messaging. Understanding the rationale behind the change helps in gaining their buy-in and trust. 
   
   
   
3. Highlight the ​“What’s in It for Me”: Show your employees that you’ve considered how the change will affect them personally. By sharing this information, you help them feel more secure and valued, demonstrating that they are an integral part of the change process.
   
   
   
4. Be Authentic and Transparent: While it’s important to maintain a positive outlook, authenticity and transparency are key. Change can be daunting, and being honest about the challenges and opportunities builds trust with your employees.
   
   
   
5. Provide Feedback Channels and Act: After communicating the change, give employees time to absorb the information. Offer a variety of channels for feedback, questions, and concerns, and ensure you act on this feedback. Responding to their input reinforces trust and shows that their voices are heard. 
   

The most important takeaway for leaders is the value of transparency. You don’t need to have all the answers. Share what you know and acknowledge any gaps. A lack of transparency can lead to speculation and erode trust. Change can be challenging, but with thoughtful communication and support, it can also be an opportunity for growth and improvement. 

By incorporating these strategies, leaders can navigate change more effectively, fostering a supportive and trusting environment. How have you seen these approaches work in your own experience? Feel free to share your thoughts in the comments below!