Adjusting to change in the workplace is not always easy, even when the change is largely for the better. Change affects all people differently and it’s important to acknowledge the ways in which each team member deals with it. Communication is key, as is training, support, and developing clear messaging around each phase of the transition. It’s important to stress that it is a journey – not an event – and, as such, reaching the goal will take time.
Here are some proven strategies that will help you through the process:
1. Create a strategy and have a clear plan for moving forward
Change is good, change is necessary for growth. However, simply stating this fact is not enough. You need to prepare a way forward that acknowledges the past and all that was good about it. Failing to do so will cause people to feel inadequate, unacknowledged, and often resentful. Involving key personnel in the process of change is key. The more they feel a part of the change, the better for the entire team.
2. Identify change champions
There are three types of people that will emerge during change: resistors, embracers, and the middle majority. Capturing the energy of the embracers will help you grab the attention of the middle majority. This is important to accomplish early on as otherwise, you risk losing that majority to the resistors.
3. Put people first
This goes equally for employees and clients. Many businesses undergoing change tend to get too caught up in the process and forget about the people. Make it easy for them. Create step-by-step guides that will help them adjust to new workflows and listen to concerns and feedback when they arise. Since people are the driving force of your business, this should be number one.
4. Engage them in the process
Involving those who are slow to adapt to designing the change process is an effective method of getting them on board. While this may take a little longer, it will ultimately be more successful in the end as those who are typically slower to get on board have already contributed to and “own” the new process.
5. Don’t run from the change: lean in
As a leader, it is your job to lead people through the change. You can do this by focusing on the positives, celebrating wins along the way, and always staying the course. Change in the workplace is uncertain. The more you are confident and follow the plan other will follow as well.
6. Communicate, communicate, and communicate again
Creating certainty is a key change strategy. Uncertainty reduces engagement and creates an atmosphere of fear and ambivalence. Break down changes into small, easily digestible pieces and have a clear rationale for each change to help employees understand not only why the changes are happening, but what the ultimate outcome is going to be. A commitment to transparency will serve you well.
Change is inevitable. However, no matter how well-organized you are, it’s not going to be perfect; in fact, it could get very messy before it gets better at all. You may lose employees along the way and you may have to deal with some uncomfortable situations. Being prepared will help to minimize these obstacles and help you lay the groundwork for a culture of certainty around workplace changes.
Are you experiencing challenges around change in the workplace? Reach out today to learn more about how we can help.