内容通常是固定的和容易定义的。领导职位的人可能被解雇，或者他可能辞职。裁员- -自愿或其他- -或创造新职位可能改变现有工作人员的职责。大多数经理对内容非常清楚，这意味着他们明白他们必须说什么和做什么。由于变更过程的变化，管理人员无法交流变更。如果管理者不能传达他们的信息，管理者可能会导致误解、挫折感和冲突。在不断变化的环境中努力和发展并实现新目标的失败，不能总是归咎于糟糕的战略和思维。失败是不能与员工接触，不能调动他们的积极性，也不能让他们重新做出承诺。失败又回到了沟通上。即使是坏消息也能很好地传达。改变内容可能是不可能的，但是尊重和正面的态度可以减少个人的痛苦，帮助人们前进。总是有时间去确定目标，然后让其他人参与到快速移动的危机中，比如解雇一名公职人员或高级经理或严重的工作场所事故。
Content is usually fixed and defined readily. e.g. someone in a leadership role may be dismissed or he may resign. Redundancies- voluntary or otherwise- or the creation of new positions may alter the duties of the existing staff. Most managers are very clear on the content which means that they understand what they have to say and do. Managers fail to communicate changes due to the weak change processes. Failure to communicate their message across their staff by the managers may lead to misunderstandings, frustrations and conflicts. Failure to strive and thrive in a changing atmosphere and to achieve new goals cannot always be attributed to poor strategy and thinking. The failure is the inability to engage with the employees, to harness their enthusiasm and to renew their commitment. It is failure that comes back to communication.Even the bad news can be communicated well. It may not be possible to alter the content but being respectful and up- front can reduce the personal distress and help the people to move forward. There is always the time to determine the goal before engaging the others even in a fast moving crisis, such as dismissal of a public official or senior manager or serious workplace accident.