Communication Plan for the Change in an Organization

Communication Plan
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A communication plan refers to a document that defines the type of information to share, who should receive it, the time when it will be delivered, where to receive it, and how the communicated message will be analyzed. In a recruitment organization, a communication plan will assist the stakeholders in screening job applicants whose expertise matches the firm's requirements to acquire the best candidate who can subscribe to the corporate goals and objectives. The paper will present transformational leadership as communication change and identify how managers will use it to solve communication breakdown and enhance employee morale. Similarly, the report will discuss messages and channels applied in the transformational leadership plan.
Change Communicated with the Recruiting Agency
Transformational leadership is the change to be communicated in a recruitment agency to address the low morale of employees to productivity and profitability. The transformational leadership theory suggests that exceptional and authentic leaders have an extraordinary influence on their followers (Lai et al., 2020). Hence, transformational leaders inspire and motivate followers to achieve their full potential and go beyond their self-interest for the organization's good (Khan et al., 2020). Transformational leaders create a culture of trust, transparency, and open communication, where everyone's voice is heard, and contributions are valued. Hence, through a transformative change in the leadership style, managers will augment employees working morale in three ways. First, a compelling organizational vision to help workers internalize the firm's values and objectives, thus making them have a positive attitude towards their managers and workers. Second, inspiring communication change augments employees' working morale through emotional contagion (Jayanto & Basbeth, 2020). Workers can adjust their moods and increase their morale through emotional contagion to ensure better organizational performance and profitability. Thirdly, transformational leadership change will enhance intellectual stimulation among employees. Adjusting to transformational leadership styles will enable managers to motivate employees by encouraging them to integrate critical thinking when solving workplace issues. This will equip them with innovative skills for their benefit and the recruitment organization. Through intellectual stimulation, the workers will be motivated to discover more knowledge when screening job applicants to acquire the best-talented individual who can conform to the organizational goals for better performance.
Who Will you be Communicating it to, and What Message Will Be Communicated?
The change will be communicated to human resource managers to solve communication problems that have resulted in low employee morale in the recruitment organization. The key message will entail encouraging human resource managers in a recruitment agency to adopt and implement transformational leadership attributes, including intellectual stimulation, individual consideration, idealized influence, and inspirational motivation, to boost and increase employee working morale fueled by poor communication. Intellectual stimulation will enable them to promote creativity and innovation among employees. Challenging the organizational workers through problems solving and critical thinking programs will increase their operating interests. When they solve problems successfully, they will be motivated and stimulate their job satisfaction (Ladson, 2019). Consequently, it will increase their performance and profitability within the organization. Employing individual consideration will endurance to spend time and allow employees to grow through mentoring and coaching to stimulate their achievements and organizational goals (Coffey, 2021). Workers will refurbish their expertise through training and education, increasing the organization's high productivity and profitability.
Besides the HR managers, the employees and other frontline senior management will also play a critical role in making the change effective. It is important to note that for change to be effective in the recruiting agency, every stakeholder and employee has to play a role in the change. For instance, by communicating the change to stakeholders and making them understand how it will impact the entire organization, they are more likely to support it. It is also expected to increase buy-in, which is critical to the success of every change initiative. The message to employees and stakeholders is that the organization is implementing a new leadership style that empowers employees to become more innovative, adaptable, and resilient. The communication will emphasize creating a c...