This is the second communication specifically preparing recipients for the impact of performance monitoring in the area affected by the change. There are, of course, two discrete performance measurements to be reported: (1) operational impact from the change itself and (2) change adoption metrics revealing the efficacy of the change. Use this communication in conjunction with Move First performance report to targets.

To focus readers and differentiate from the prior message, this communiqué reminds and educates recipients about (1) what they will receive and what it tells them, (2) how it can be accessed and used by them, and so forth. The primary targets are stakeholders receiving and using performance metrics on the solution itself: executives, line management, impacted employees.

Performance reporting on change management efforts will probably have a smaller audience except where adoption is a KPI on annual performance compensation scorecards. Either way, line management and executive for impacted stakeholders should be eventually provided with the change management reports to monitor their teams acceptance of the required change(s).