One of the most important roles a leader has is to drive necessary change. Change in business is constant and it can be stressful for all involved. Helping your employees overcome the anxiety that comes along with such changes can be very challenging. Here are four (4) tips to help employees deal with organisational change.
- Involve Employees in the Change Process
Involving employees in the change process, sooner rather than later, will make implementing change a smoother and less resistant process. Employees are not so much against change as they are against being changed. It is very important that employees are aware of the reason behind the change and how it will affect their job roles and company’s goals. Whether the change is perceived to be, major or minor, managers must be able to clearly articulate what the change is all about, why it’s important and what the positive outcomes of the change will be. Managers should also be prepared to answer questions and concerns as needed. - Listen to and Acknowledge Feedback
It is imperative that employees’ voices are heard. As a first step, be an example of transparency and honesty. Open the lines of communication between management and employees. Getting their feedback will assist in smooth transitions and gaining their buy-in. Collecting feedback from the team is important, but even more important is acknowledging that feedback.
It is recommended to obtain employee feedback during the beginning, middle and end of the change process. The leadership team must reflect on the feedback, tell the team what they are “hearing” from the feedback, and then some kind of action must be taken.
Gaining feedback throughout the change process will hold everyone accountable and help maintain alignment.
- Maintain a Positive Attitude
Change can be stressful and confusing. Your attitude is the one thing that keeps you in control. As a leader, try to remain positive, upbeat and enthusiastic. Foster motivation in others. Challenge your employees to take initiative and seek out solutions, new ideas, or cost savings. Be sure to compensate your employees for the extra effort, where possible. Look at standard procedures and policies and rework them, or propose alternatives with the bottom line in mind.
When times are unsettled, it may appear to employees that their efforts are not appreciated by management. By encouraging them to take initiative you help them to keep moving forward, focused on what can or might be done – rather than fixating on events over which they have no control. As a group, come up with creative solutions to the new challenges created by change.
- Provide Training
Depending on the type of organisational change, training may be required. Whether it’s a new system, process, software or an overhaul in customer service, the team needs to be well-trained for the changes to not only stick, but to be effective. Preparation and training can help them transition more easily into new roles and processes. Be sure to set aside the necessary time and budget allotment to execute the training. As organisational change occurs, it will be necessary to provide proper time and resources throughout the implementation process.
