Make sure your information is believable and comes from believable sources in the organization. Solicit feedback from the employees about how they feel, what they think and what they want to do to solve the problems they have. Respect what they say. And act as closely as possible within the guidelines they give you for resolving their difficulties. The need for accurate information flow goes both ways.
Information is power and motivation.
Going back to imagining being the employee in the organization in change, consider how it would be for you if the organization informed you what to expect every step of the way, bad and good. You knew why what happened had to happen. You were allowed to participate in the change. The organization planned for and helped with the displacement of personnel. In organizations where employees have been historically treated as intelligent, thoughtful, respectful, loyal and important partners in the business, they have been known to work overtime or even regular time without pay, without benefits and without any guarantees of reemployment to help their ailing organizations back on their feet.