Communication with employees and stakeholders is key to initiating change, activating and reinforcing behaviors. Typical questions to consider when designing effective change communication are:

• Why is change important?
• What practical meanings do the changes have for individual employees and their teams?
• How do we ensure that all stakeholders understand the opportunities of change and actively drive it forward?
• How do we translate the defined corporate values into lived behavior and a vibrant corporate culture?
• How do we communicate management's expectations of employees clearly and effectively?
• How do we support technological developments, e.g. the introduction of new platforms and systems?

Change processes can place supervisors and team leaders in critical roles for which they must be prepared. Targeted training and support makes supervisors and team leaders stronger communicators and leaders, not only in change processes, but in managing people in general.

For sustainably successful change communication, ROI-EFESO pursues an approach that turns all persons affected by the change process into participants and involves and trains them according to their communicative role. This ranges from the formulation of a powerful vision by the management to the involvement of team leaders to motivate employees and communication formats that address the entire workforce.