Change is life’s only constant, right alongside our love of caffeinated beverages and gummy bears. Whether you’re introducing a shiny new tech platform (hello, Workday!), switching recordkeepers or payroll providers, merging with another company, or corralling everyone back to the office, how you communicate the change makes all the difference.

Want to get it right? Let’s dig in:

• Get everyone on board. 
  Change isn’t a one-person show. (Unless you’re performing a one-person show, in which case, carry on.) Effective change management takes teamwork—so start by bringing key players to the table and crafting a strategy they can all rally behind. 
• Nail the message. 
  Be crystal clear on your objectives and your message. Why? Because people want to know three things: What’s changing, why it’s happening, and what they need to do. Stick to the facts, served with a side of clarity. 
• Choose your moment. 
  Timing is everything, like when you order fries and they come out perfectly crispy. Pick the right time and channels (emails, presentations, videos, or skywriting—okay, maybe not that last one). And be thoughtful about who delivers the message—sometimes, it’s all in the delivery. 
• Find your champions. 
  Give managers, department heads, and other leaders the info they need to carry the torch. They’re the ones who will be answering questions and waving the flag for change, so make it easy on them—give them tools, talking points, and maybe even a playlist to pump them up. 
• Embrace the journey. 
  Here’s the thing: Change doesn’t happen overnight (unless we’re talking about bedhead). Keep repeating key messages, encourage feedback, and create opportunities for two-way conversations. Done right, change communications can build trust, foster cooperation, and maybe even lead to a high-five or two.