Change communications that people understand and act on
Restructures, system rollouts, mergers, relocations. We write for the people affected, not for the steering group, and we make sure managers can answer the question they will actually be asked.
If two or more of these are true, we should talk
It is the work of helping people understand what is changing, why it is happening, what it means for them specifically, and what they need to do next. Not the announcement. The whole arc, from the first rumour to the point where the new way is just the way.
We plan it alongside your programme, so comms is not the thing that gets remembered two weeks before go live. And we spend real time on line managers, because that is where change is either accepted or quietly rejected.
Announced is not the same as communicated.
What change communications means here
How we approach it
Understand the change
We sit with the programme team and work out what is genuinely changing, and for whom.
Map stakeholders and impact
Who is affected, how much, and how much say they get. This drives everything else.
Build the message house
One consistent set of answers, including the difficult ones, written down before anybody asks.
Plan the sequence
Who hears what, in what order, through whom. Timing is most of the job.
Deliver and support managers
Toolkits, briefing packs and rehearsal, so managers are not handed a slide and wished luck.
Listen and adjust
Pulse feedback throughout, so you can see resistance early rather than at go live.
Everything we create is yours to keep
How we roll
A 15 minute chat to see whether we are a good fit. No pitch deck, no pressure.
Request your discovery callA paid working session where we get under the bonnet of your business or project and define your requirements. You leave with a workable plan you can take anywhere. If you decide to keep working with us, it is refunded against any of our packages.
Timescale and price both depend on the scale and size of the project. After your KickStart we come back with a number of packages to suit your budget.
Packages from £4,500 + VAT
Where we have done this before
Global Manufacturer
A year-long improvement programme across five workstreams, held together by one change story that reached office and production colleagues alike.
Read the case study
Comms and Engagement for Projects
Twenty nine pages on planning communications for a project or programme, built around the five steps we use with every client. Free, and yours to keep.
Get the guideThings people ask us
What kind of change projects do you support?
We have lots of experience supporting your people through change. From restructures, leadership changes, new systems, mergers and hybrid working.
How do you approach change communications?
We start by understanding the impact, mapping stakeholders, then building a clear message plan with timing, tone and channels that support people through the change.
Can you work alongside our HR or project teams?
Of course. We often partner with HR, L&D and transformation teams to align messaging across functions and keep comms consistent.
How do you measure the impact of change comms?
We set goals up front, then track engagement, feedback and clarity using surveys or stakeholder input.
The best way to see if we are a good fit is a brew and a chat
Fifteen minutes, free, no pitch deck. If we are not right for you, we will say so and point you somewhere better.
Tools and information that may help you
Map who is affected, how much, and how often they hear from you.
A ready to use structure for mapping messages, audiences and timings.
Internal comms writing from the team, updated most weeks.
Kick-ass comms. No corporate nonsense.
Guru Mail
Internal comms, minus the blah. In your inbox.
Roughly monthly. A template you can use, a straight opinion and the best thing we have read.
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How we work
Resources
Certified Members of the Institute of Internal Communication