From Silence to Involvement: Rethinking Communication in Pharma

Tell me and I forget, teach me and I remember, involve me and I learn.” These words from the Confucian philosopher Xun Kuang resonate strongly in today’s workplace, especially in sectors like pharmaceuticals where change is both constant and complex. Effective communication is no longer just about pushing out information; it’s about creating an environment where employees are involved in the conversation, not just informed after the fact.

Our recent research in the pharmaceutical sector reveals a common challenge: a quarter of employees report that they’re only sometimes consulted—or not consulted at all—about changes that impact their work. So, how can organizations move beyond broadcasting information and instead foster true engagement? Here are four ways to rethink change communication for greater impact:

Engage Over Broadcast
Change initiatives are too often communicated as memos or formal announcements, leaving employees on the outside looking in. Rather than treating communication as a one-way street, create strategies that actively engage employees, making them part of the change journey. Whether through interactive updates, discussion forums, or regular feedback sessions, consider how employees can experience the change rather than just hear about it.
Involve Through Learning Experiences
Learning through involvement is key to retention and buy-in. Traditional training sessions are valuable, but e-learning platforms, interactive workshops, and hands-on experiences can make lessons resonate even more. Designing training that emphasizes active participation rather than passive listening ensures that employees internalize the information in a meaningful way.
Build a Culture of Feedback
Effective change management should be shaped by voices across all levels of the organization. Establishing open channels for feedback ensures that employees feel heard, while also providing leaders with valuable insights to make real-time adjustments. Feedback loops can also help employees feel a sense of ownership in the change process, fostering a collaborative environment rather than a top-down directive.
Measure Impact, Not Just Output
Sending out communications isn’t the end goal—engagement and understanding are. Instead of measuring only the quantity of messages sent, focus on outcomes by tracking employee buy-in and engagement. Analytics and feedback can reveal the true impact of communication efforts, helping leaders refine their approach to maximize engagement and alignment with organizational goals.

In a world where change is the only constant, creating a communication strategy that prioritizes involvement, engagement, and measurable impact can make all the difference. Interested in transforming how your organization approaches change communication?

Let’s connect to explore how we can help.