Effect of internal communications to Line Manager engagement

Company X is in the middle of an organizational transformation, where the HR division is reformed. This thesis investigates the effect of Company X internal communication to Line Manager engagement during change. This study consists of two parts, the theoretical framework and a qualitative study. The Theoretical Framework of the study discusses Change Management, Internal Communication, Communication Methods, Resistance to Change, Employee Engagement and How to Communicate Effectively During Change. Qualitative research was done and applied in the empirical research phase of the thesis to support the aim of the thesis. In-depth interviews with 15 Line Managers from Company X were conducted as part of the qualitative research. The study results show that lack of time is the most common reason why Line Managers don’t read the communication regarding the change, Line Managers need more aligned communication from different parts of HR in order to engage more, they use 3 main communication channels to find information and they are hoping for more training for the new ways of working and their role as a Line Managers