5 Hae a targeted, consistent communication strategy. The key to any successful change eﬀort is eﬀective communications. Consider your entire stakeholder landscape and develop tailored messaging for each distinct stakeholder group. Identify your strongest allies and recruit them for change champion roles. Ask them to spread the message among their colleagues about the beneﬁts of the workplace change. Strategically “place” champions inside diﬀerent departments, and bring them together periodically to share insights and gain energy from each other. Additionally, communications should take on a cadence that employees can rely on in times of uncertainty, and provide transparent messages from leadership. To eﬀectively implement these strategies, it’s helpful to establish an interdisciplinary team that brings together initiative leaders, technology, space design and planning, change management and other relevant perspectives. Establishing an interdisciplinary team allows for a common understanding of decisions, overall project status and timeline of the initiative. It also ensures people are considered in every conversation and decision. Just like changes in the personal sphere, workplace change can be a stressful time for everyone involved. Remaining mindful of the emotional process, as well as the physical one, helps the entire organization manage change more eﬀectively. Maintaining transparency, having open dialogue with all stakeholders throughout the process, and nurturing connections with the early majority will help move the process along and help prevent the organization from taking a detour into unproductive behaviors and resistance to change. For vendors, designers, A/E ﬁrms and facility managers, understanding the dynamics of change adoption and resistance — or partnering with someone who does — will go a long way in gaining employee buy-in and will ultimately lead to successful adoption of changes that will beneﬁt the organization and drive business success. FMJ 6 Make it fun and celebrate successes! Remember to incorporate a little fun into the change process – both in engagement activities with employees and within the workplace planning team. Create opportunities for the workforce to connect while also preparing for the workplace change. For example, create challenges related to document purging (such as the oldest document or funniest items found). Remember to acknowledge all team, employee and vendor contributions, as well as celebrate milestones and successes with reﬂections and acknowledgements. This will help maintain momentum, boost morale and reduce change fatigue. REBECCA GAYNOR and KELLY BARLOW have 21 years combined experience working in change management for commercial and public sector clients. Currently consultants at The Clearing, Rebecca and Kelly apply their extensive experience in workplace and organizational transformations, strategic communications and stakeholder engagement to ensure leaders, space designers and planners, facilities managers and other key stakeholders undergo smooth and successful workplace change initiatives.