What Does Good Communication Look Like?
Communication – The Lifeblood of Change
When organizations go through change—whether it’s a restructuring, new leadership, or a strategic shift—the success or failure often comes down to one thing: communication. It’s not the change itself that causes confusion or resistance, but how that change is communicated. Clear, transparent, and consistent messaging builds trust, reduces uncertainty, and helps teams move forward with confidence.
So, what does good communication during change really look like?
1. Clear Messaging About Changes
When people hear about change, their first thought is usually: “How does this impact me?” That’s human nature. Leaders need to anticipate this lens and address it head-on.
Good communication answers three key questions:
What is changing?
Why does it matter?
How does this impact roles and responsibilities?
It also uses multiple channels like: team meetings, written updates, and one-on-one conversations to ensure the message lands. Just as importantly, it creates space for feedback and questions. When communication is transparent, leaders avoid the “game of telephone” effect where rumors and misinformation spread faster than facts.
2. Inclusive Decision-Making
People support what they help create. That doesn’t mean every decision needs to be made by committee, but it does mean employees at all levels should have a voice in the process.
This can look like:
Gathering input from different parts of the organization before finalizing decisions.
Listening to employees closest to the work, who often see challenges and solutions leaders can miss.
Showing that feedback was considered—even if every suggestion can’t be implemented.
When employees feel heard, they’re more likely to buy in and champion the final decision, even if it’s not exactly what they proposed.
3. Consistent Leadership Visibility & Support
Leaders set the tone during transitions. When they’re absent or inconsistent, uncertainty grows. When they’re visible, accessible, and united, stability follows.
Strong leadership communication means:
Showing up—whether at team meetings, walking the floor, or hosting Q&A sessions.
Using consistent language across the leadership team, even if there are differences of opinion behind the scenes. (Think of it like parenting: the “good cop/bad cop” dynamic doesn’t work in organizational change.)
Offering ongoing support, coaching, and resources so employees know they won’t be left to figure things out alone.
4. Acknowledging Achievements & Giving Credit
Change requires extra energy. Recognizing small wins along the way keeps momentum high and morale steady.
This can be as simple as:
Publicly celebrating milestones tied to the change initiative.
Thanking individuals and teams for their contributions.
Reinforcing the behaviors you want to see continue.
Acknowledgment is not just about making people feel good—it’s a strategy to reinforce progress and sustain motivation.
5. Addressing Resistance with Flexibility
Resistance isn’t a sign of failure. It’s information. It shows where fears, frustrations, or uncertainties exist—and that’s valuable.
Leaders can turn resistance into support by:
Asking questions to uncover the root cause of concerns.
Offering flexible solutions like phased rollouts, pilot programs, or extra training.
Thanking employees who raise issues, since they often become your biggest advocates once they feel heard.
Handled well, resistance can transform detractors into allies.
Final Thought
Clear, transparent communication that’s aligned with your culture– drives alignment, trust, and momentum during times of change. It ensures employees don’t just endure change but actively engage with it, helping your organization move forward stronger.
Change will always bring uncertainty. But when communication is treated as the lifeblood of change, it becomes less about managing fear—and more about building trust, clarity, and resilience.
