A utility’s strategic goal is fewer boil-water notices, and staff resist a certification-and-shift change. How should HR connect the disruption to strategy?
Select an answer to reveal the explanation.
Short Explanation
People will live with a messy shift change if they can see it is about keeping the water safe. “HR said so” does not do that job. Tie the certification and schedule disruption to fewer boil-water notices, which is the actual city goal.
Full Explanation
Change communications must connect to the organizational goal, not to HR authority. Certification and shift redesign are disruptive; staff need the line of sight to fewer boil-water notices. Payroll convenience and withheld operational context both fail to align performance with strategy. HR links the people change to the utility outcome so the disruption has a reason the workforce can act on.