Announcement week sets the tone for months. Staff listen less to the slide deck and more to whether their manager can answer ordinary questions the next morning.
Day one belongs to a clear statement of what changes, what does not, and when further detail arrives. Avoid promising dates you cannot keep; give the next checkpoint instead.
Days two and three are for manager clinics. Short sessions where people leaders rehearse answers to the questions they will hear at the kettle: reporting lines, performance cycles, and who approves leave.
By mid-week, publish a written FAQ that mirrors those questions in plain language. Update it twice—once mid-week and once on Friday—so staff see that unanswered items are being worked.
Close the week with a listening forum that has a time limit and a note-taker. Capture themes; do not debate every point live. Follow up with owners assigned to each theme. That single habit separates a controlled restructure from a drifting one.