During times of corporate change, it is important to have consistent communication with employees at every level. HR must be sure to coach the corporate leader on their project plans and goals.

A effective message can’t just be stated once. People may not have heard it. They may be upset. They may not know how it fits for them. Remember its almost impossible to over-communicate.

Here are eight tried and tested methods to get your message across:

1. All-hands meetings.

All-hands meetings say that there is a big change, and that everyone needs the information at the same time. It also shows that everybody is a part of the change, that everybody is involved and therefore need to know the details.

2. Follow all-hands meetings with department level meetings

This is where employees have an opportunity to explore some of the changes in-depth.

3. Emails.

Emails are a consistent message that goes out.

4. Voice mails.

This way, everybody is sure to get their own, personal message.

5. One-on-one meetings, to follow up on the voicemails.

Managers need to meet with employees that may have particular concern that was not addressed in group meetings.

6. Skip-level meetings, maybe two levels down.

7. Hold regular morning coffee with executives and managers, where everyone is invited, there's coffee, possibly breakfast.

This is a chance for people to hear what's going on not once, not in a big all hands meeting but on a regular basis. Maybe it's every two weeks or once a month.

8. Web postings.

Be on top of concerns by communicating frequently

The HR planning team must understand and agree that it is almost impossible to over-communicate to other employees during times of change. Many employees are concerned and nervous, and only consistent communication will help that.

For example, in a recent survey over fifty percent of employees said that they were concerned not only about keeping their current job but also about their retirement plan. HR planning needs to be on top of those concerns by communicating frequently.

Think about what kind of HR planning makes a difference in the organization, as well as how those plans get communicated. Think about how you communicate those messages and coach your executives to communicate the appropriate messages to employees.