Start from the top.
The message must come from top management, ideally the CEO, to the rest of the organization. This way, everyone receives one clear message rather than confusing variations from their managers.
Acknowledge the past.
Talk about specific past achievements that contributed to the company’s greatness. It’s important that people know their work is appreciated and meaningful to the company’s growth.
Avoid harping on past mistakes.
Many times, it’s impossible to ignore poor past financial performance, low employee engagement, public relations issues, or scandals. But you don’t have to dwell on it. The tone needs to be “Here’s where I envision us in the future” versus “We’ve had a lot of problems, so something needs to change.”
Focus on the future.
Be clear on what the new culture initiative seeks to change, what the future looks like, why the culture change is so vital to the business's success now and looking ahead, and why all stakeholders should care.

Clearly communicate changes coming to your organization

How to Apply This