Identify who the stakeholders are by drawing up a list of all individuals and groups that will be affected by the change. Take into consideration factors such as their influence or power, their contribution, their capacity to stall the process of change and their investment in the organization.
Devise methods of securing the support of the affected stakeholders. Do this by expressing the anticipated change in terms of improved profits, increased incentives or bonuses, improved quantity or quality of products, and improved delivery. For example, by changing from the handwritten method of sending complaints to an automated customer management system, the affected stakeholders (customers) will receive quicker responses to their complaints.
Choose the appropriate method of communication by taking into consideration the nature of the information and the category of stakeholders you want to communicate with. Utilize communication methods such as hosted events, staff meetings and individual meetings to encourage dialogue with stakeholders. Apply communication methods such as newsletters and emails to keep stakeholders constantly updated about changes.
Explain to the stakeholders the goals and objectives of implementing the change. Use researched data and information to inform stakeholders how you arrived at the decision to make certain changes. Provide this information to stakeholders so they can understand the rationale behind the change and they can relate it to the overarching business strategy.