Change in any given situation can be hard, but it is one of the things in life that is a given. Introducing new tasks, features or processes in the workplace are often huge challenges many managers face because we're talking about numerous individuals who are involved.
However, as an organization moves forward, as with anything else, change is inevitable. To remain viable, change must happen because there will be external and internal factors impacting day-to-day operations. Ultimately, changes will need to be made if an organization wants to be sustainable. One of the biggest hurdles leaders face is how to introduce change.
Common types of change
While a company will generally experience ongoing change, sometimes larger overhauls are necessary. These can be even more difficult for employees to accept. In today's fast-paced environments, this is common. Any of which can lead to an upset. For instance:
- Company is acquired by another business
- New technology is introduced in the workplace
- Management is replaced and the organization is taking a new direction
- New vision and/or strategy is introduced because current strategies aren't working
- Divisions and departments are restructured
- A new rule or policy is introduced
- The company is relocated, either locally or at a distance
- The company shifts to new equipment
These and many other types of changes can have a significant impact on both employees' feelings and their daily workflow routines. In order to minimize upset, it is important to consider how to introduce the change.
Tips for introducing changes to staff
If you bring your staff in on the plan early on, they'll have more time to adapt to the idea. This will go a long way in minimizing upset and gaining buy-in.
- Don't delay telling staff what will be happening
- Explain why the change is occurring
- Allow everyone to have a voice and offer input where appropriate
- Don't be impersonal about it by sending out a mass email - talk to people
Ideally, you want to attain employee buy-in. To achieve this, the more thorough you are about sharing and explaining information, the better. It's important not to diminish your employees' feelings in the process. If anything, their feelings should be kept high on the priority list when preparing to implement change. By doing so, you'll have a better chance of getting them on board.
Minimizing upset for staff
After you've introduced the change, your next task is to work to minimize upset as the change begins to unfold.
- Emphasize the benefits of the change
- Highlight the positives
- Explain to staff how it will affect them
- Acknowledge any concerns expressed by staff and listen to their feedback
- Provide incentive and training, if applicable
Change is hard for many people. In the work setting, it can be very challenging to facilitate organizational change, especially ones that involve major overhauls. However, by being proactive in planning, it will mitigate, or potentially avoid, negative reactions to the change.
Comments
Post a Comment