Whether it be restructuring, a change of strategy, an acquisition or a merger: the possible triggers are legion, yet change management always poses a challenge for companies, for information alone is not enough. In order to change how they act, personnel must believe in change.

Change communication within the company creates a clear image of the firm that is being built or renovated; it reveals the structure behind it, and explains the tasks involved in building and, later, in residing within the new firm. In other words: communications play a key role in any transformation. The objective is to increase employee performance, to ensure that the new strategy is effective in the company’s day-to-day operations, and to achieve business objectives.

In other words, with change management, integrated, creative and consistent communications play a decisive role in determining whether or not a transformation creates the expected added value. Poor change communication can result in lost productivity of as much as 25%, increasing employee turnover and consequently causing the loss of expertise within the company. This is why Peakom works to foster loyalty within the company while mobilising new energy in the organisation, in order to achieve business objectives.