Passive change is like asking employees (who never even went on a hike) to climb a mountain—poorly prepared and inadequately equipped. Leadership expects everyone to reach the peak safely and quickly without providing them with the guide, tools, or instructions on how to do so.
Employees will feel like they no longer have a solid ground to stand on—with very little idea on how to navigate the rough terrains or who to turn to for help. They’ll begin to feel overwhelmed and helpless by the constant struggles. Eventually, resistance set in, putting a pause on the transformation progress.
The Problem with Passive Change Updates
Passive change updates are riddled with noise disrupting day-to-day work, draining productivity. Employees are so done with endless emails on change updates that are merely announcements.
A whole bunch of them contain the same, paraphrased messages while the rest lack actionable instructions to help drive behavioral shifts. And don’t forget the ineffective call-to-actions (CTA) that came with it. Imagine having to needlessly go from email, to SharePoint, to PowerPoint, and so on, only to learn something you already know—or worse, nothing at all.
Who doesn’t get annoyed at this point?
The final straw? Vague and confusing directives that prevent employees from fully grasping the change goal and how it impacts them. It’s no wonder people tune out and lose interest; especially when they’re swamped with tasks deemed more critical.
As misinformation and assumptions fill the gaps, resistance grows—inadvertently causing open rates (and engagement) to drop over time.
Tigerhall: Turning Passive Change into Active Change
Instead of forcing your employees to climb the rough, uncharted terrains alone, Tigerhall helps by building a ‘staircase’ of actionable goals. By making each step of the climb easier, employees gain a clearer view of the end goal and face fewer setbacks, allowing them to reach the peak faster.
Stop burdening employees with passive change updates, make them actionable and engaging. With Tigerhall, organizations can:
1. Personalize Change Journeys
No two people experience change the same way, yet organizations expect employees to adapt almost immediately—often with nothing more than passive change updates. The problem? These updates are typically too generic to address the diverse needs of individuals across different roles, functions, and skill sets.
Employees expect transparency, dialogue, and direct support during transitions. Tigerhall makes the customization of individual change journeys easier by addressing individuals’ unique needs, making them feel heard and valued. It ties change impact with how it benefits them directly using personalized WIIFM (What’s In It For Me) messaging. Send actionable updates segmented into different categories; for example, by roles, functions, locations, and more.
2. Create 2-way Feedback Loops
Passive change updates are one-sided. When change is imposed rather than co-created, employees feel disconnected and less inclined to champion the transformation. Left in the dark, they begin to speculate; fueling uncertainty, frustration, and resistance.
Make employees part of the conversation. Give them space to ask questions, express concerns, and offer feedback through a two-way dialogue. Otherwise, organizations risk missing valuable insights that could refine execution—or in extreme cases, make or break the whole initiative.
Tigerhall makes engagement with change effortless with two-way interaction. Built-in comment sections and rating systems encourage real-time discussions, while interactive feedback forms such as polls, rating sliders, and open text inputs help gather targeted insights. With engagement data consolidated in a statistical dashboard, change leaders can track sentiment, analyze trends, and dive deep into individual responses. The result? Smarter decisions, stronger buy-in, and a transformation that truly sticks.
3. Nurture Buy-In & Accountability
Passive change updates tend to be generic, one-size-fits-all messages that fail to connect. For instance, emphasizing technical benefits in a change narrative might engage the IT team but won’t resonate with finance, and vice versa.
Tigerhall cuts through the noise by tailoring change journeys to specific audiences—ensuring employees get the insights that matter, not a flood of irrelevant information. The result? A workforce that’s engaged, aligned, and ready to act. Employees are held accountable through change journey assignments, ensuring timely knowledge transfer. Progress tracking helps identify teams or individuals who need extra support, allowing change leaders to step in—whether through one-on-one check-ins or by involving them in key discussions for deeper understanding and alignment.
4. Leverage Change Champions
A truly empowered organization starts with empowered individuals. Your internal change champions play a crucial role in shaping mindsets, influencing peers and paving the way for change.
Tigerhall amplifies change champions’ impact by giving them a platform to be seen, heard, and recognized. Grant them content creation permissions to share insights, highlight success stories, and showcase real transformation in action. Meanwhile, you can oversee them easily from a single dashboard.
When employees see transformation in motion, they’re more likely to embrace it themselves. With Tigerhall’s instant AI translation feature supporting over 30 languages, knowledge-sharing becomes effortless — employees stay engaged with key change champions, regardless of location or language barriers.
Navigate Transformation Journeys with Actionable Steps, Not Passive Updates
Leaders who only push passive change updates risk appearing disconnected, but manually engaging each different segment and function is incredibly time-consuming.
Tigerhall makes the communication process easier by integrating change updates directly into employees’ everyday work through Microsoft Teams. Automate the ‘nitty gritty’ part of change updates and eliminate the need for manual work of sending regular communications, pushing reminders, and chasing follow-ups.
Now, change leaders can focus on more high-impact aspects of change and transformation that drive business goals, bringing their vision closer to real, measurable success.
