As per previous notes, the project needs to remind impacted people to follow through on the change. Reminders—sent once or more—will (re)advise employees about the availability of (supplemental) training and job aids to support their change. The tone is instruction/encouragement to change. It supports Move Remind employees and supervisors about job aids (links) and supplemental training options.

It is easy to get concerned that these repetitions will become an annoying turn-off, which is possible. But that outcome rests in the tone. Remain helpful and encouraging; refrain from being invasive or demanding. Something close to one of these ends of the response spectrum will happen:

1. Those who want to help and implement the new behaviour but may be preoccupied by other work, have not needed to apply the change, have forgotten how, etc. will use the message as a trigger. If they need support, the communication directs them to that.
2. Those who are quietly opposed to changing their behaviour may either ignore the communication or become hostile toward it. In either case, the resistance had to be surfaced to be (individually) addressed with a pre-planned resistance response.

Those who have made the change will ignore the situation, having moved on to other pressing matters.