Navigate Change with Foresight and Planning

How Strategic Communication Helps Employees Adapt, Trust, and Thrive Through Transitions

Is it really true that, “Nobody likes change?” I’m not so sure.

In fact, change can often be welcome. Improvements and enhancements are change. Nobody complains when the weather improves, their bank account grows, or they get a promotion at work.

What “nobody likes,” then is, actually, surprises.

And what causes unwelcome surprises, in most cases? Insufficient, incomplete, or even invisible communication.

Whether you’re launching a new benefit program, restructuring pay practices, or integrating employees after a merger or acquisition, how you communicate change is just as important as the change itself.

Employees crave clarity, transparency, and reassurance—especially when the stakes are high. Without it, even well-intentioned changes can lead to resistance, disengagement, and frustration. With it, you build trust, reduce friction, and position your organization as one that leads with people, not just policies.

What companies need, when navigating and communicating change, are communication strategies that meet employees where they are emotionally and cognitively, guiding them through transitions with the context, language, and support they need to feel informed and empowered.

Here’s what that looks like—and why it matters.

Why Communication Makes or Breaks the Change Experience

Change is personal. When employees hear that something is shifting—especially related to their pay, healthcare, retirement, or job structure—they naturally ask, “What does this mean for me?” And without a thoughtful answer, they’ll often fill in the blanks themselves—with assumptions, misinformation, or fear.

Another big reason clear change communication is critical is because, often times, a change initiative requires action or behavior modifications on the part of the team. And if action is required, clarity around the details, timing, and importance of that action must be clearly understood in order to motivate said action. In other words, if you want someone to execute a “what,” be sure that people understand the why, when, and how as well!

That’s why we believe every change, whether big or small, requires a communication plan that does more than inform. It should help employees understand the “why,” anticipate what’s coming, and feel supported in adapting to what’s next.

Some of the most common change scenarios at risk of disenfranchising employees include:

• Launching a new benefit plan or program  
• Adjusting pay practices (e.g.,  
• Implementing revised benefit, leave or PTO policies
• Overhauling the Performance Management program  
• Moving to a different Benefit Administration/Enrollment system
• Helping newly acquired employees transition into your Total Rewards/benefit programs
• Rolling out voluntary programs like wellness incentives, care navigation/advocacy services or chronic condition management programs
• Revising your job architecture

Each of these situations has the potential to cause disruption…or become an opportunity to strengthen understanding and trust. The difference lies in how, when, and where you communicate.

Our approach: Empathetic. Structured. Transparent.

Every change management communication project we lead at LoVasco is anchored in human understanding. We ask: What’s changing? Who is affected? What do they care about? And how can we guide them from uncertainty to clarity?

Here’s how we approach it:

1. Discovery: Understanding the Scope, Sensitivities & Stakeholders

Before writing a single word, we immerse ourselves in your change initiative. We work closely with HR, Total Rewards, and leadership teams to understand:

• What is changing and why
• Who is affected (and how)
• What are the key transition issues
• What the timeline, risks, and key decisions are
• Where employees may feel concern or resistance
• What’s the WIIFM (what’s in it for me) for each key audience
• What success looks like for both employees and the organization

This step ensures we have the full picture—including any business, compliance, or employee relations considerations—to shape an effective plan.

2. Strategic Communication Planning: Charting the Course

Based on what we learn, we develop a comprehensive communication plan that aligns with the employer’s goals and the employee experience. This includes:

• A clear change narrative (the “why this, why now” story)
• Audience segmentation and message mapping
• Key milestones and message timing
• FAQs and anticipation of likely concerns
• Tactics by channel—email, digital, print, video, live Q&As, etc.
• Leadership and manager toolkits

We also create space for two-way dialogue, building in ways for the employer and HR team to listen and respond to employee questions throughout the process.

3. Content Development: Saying It Clearly (and with Care)

Change can be complex, but communication shouldn’t be. Content should be designed to make the unfamiliar feel understandable and actionable. That means:

• Plain language that demystifies new concepts
• Thoughtful structure that guides employees step-by-step
• Clear messaging around any transition issues – outlining the transition process, roles and responsibilities, required actions and timing
• Empathy-forward tone that acknowledges uncertainty
• Visual aids, graphics, and infographics to engage and reinforce comprehension

Whether it’s a benefits guide for acquired employees, a personalized pay adjustment explainer, or a personalized postcard with a call to action, make sure every piece builds clarity and trust.

4. Execution & Evolution: Delivering with Precision and Agility

Once materials are ready, your Employee Communications consultant should help manage the communication rollout, aligning with key internal milestones and ensuring all pieces land in the right order, at the right time, in the right voice.

This external resource should also monitor engagement metrics, feedback loops, and employee sentiment to help you identify and make midstream adjustments. Because in times of change, agility matters.

Illustrative Example: Communications Support for M&A Transitions

One of the most impactful change communication challenges/opportunities involves integrating employees after a merger or acquisition. These transitions are often fast-moving and highly sensitive. Employees may feel uncertain about their future, especially around changes to pay, benefits, culture, or reporting structures. This is a timely and appropriate opportunity to make a positive first impression.

In these situations, we relish the opportunity to step in and serve as a calm, reliable partner who can step in quickly to:

• Audit and compare the current and future state
• Identify areas of potential confusion or disruption
• Establish a centralized “source of truth” microsite or hub
• Create dedicated onboarding toolkits and welcome materials
• Facilitate regular employee updates to maintain transparency and trust

We also recommend creating clear transition maps, branded welcome kits, and manager guidance to help reinforce key messages at the team level. The result? Employees feel acknowledged, included, and informed—rather than lost in the shuffle.

The Value of Communicating Change Well

When communication is handled proactively and thoughtfully, change becomes less threatening…and more empowering. The net result:

• Higher employee trust and openness during transitions
• Fewer disruptions and noise, meaning fewer HR tickets, last-minute questions, and reactive firefighting
• Better understanding of Total Rewards value
• Stronger perception of leadership transparency
• Faster adoption of new policies, processes, tools, or vendors

Perhaps most importantly, organizations that invest in clear, honest communication during change are seen as more credible and more caring, which boosts loyalty in a time when it matters most.

Ready to navigate your next change with clarity and predictability? Contact Catherine Smith, Managing Director, Employee Communications for examples of these principles in practice.