It’s unrealistic to assume that change will be welcomed with open arms by staff members. Not all change is good for every individual, therefore it’s best to prepare for the worst, hope for the best and implement a transition plan.
The holiday downtime has passed and it’s now time to get down to business. As we move into 2017, it’s the perfect time to tackle some of the biggest issues that face any people manager. A phrase that has come up consistently throughout 2016 was “change is the new normal”. This fact is even more relevant in 2017. Prepare for the predictable by knowing what to expect from your staff when that inevitable change comes to fruition.
To guide you, here are three tips to help your organization put a plan in place to support your staff through organizational change.
1. Expect Resistance
First and foremost, recognize that with change comes resistance. It’s unrealistic to assume that changes will be welcomed with open arms by staff members. Not all change is good for every individual, therefore it’s best to prepare for the worst and hope for the best. Resistance to change is a normal human reaction. In your transition plan, have a strategy to address push-back that includes positive reinforcement and consequences that are clear and precise to avoid misinterpretation.
2. Communication is Key
Communication is the probably the most important tip to overcoming resistance to change. From the beginning, clearly and concisely explain why the change is taking place. Explain how the change will impact each employee’s job and exactly what is expected of each employee before, during and after roll-out. Each employee needs to understand “what’s in it for me”. This is of the utmost importance. Don’t leave anything out and always try to be as transparent as possible. As a people leader make the effort to speak to individuals in a manner in which they prefer. Communication options include a formal meeting or email or an informal meeting over coffee.
Also, try taking a phased approach to not only the proposed changed but to how it is communicated. Downloading a bunch of information at once can be overwhelming. Throughout the process, provide regular updates and allow staff to ask questions. Time for Q&A will help people understand the process which will make it all the more easier for them to accept the outcome.
3. Do it Right the First Time
No one wants to endure constant organizational reviews and recommendations, so do what needs to be done to get it right the first time. Dealing with failed attempts to change your organization’s structure or operations will leave a lasting and negative impact on how employees see future initiatives and changes. From the start, make sure you do everything in your power to make the changes successful. Doing it right the first time involves setting realistic timelines and constantly communicating to your staff.
It’s unfortunate that many companies fail to successfully implement change because they overload employees and expect instant gratification. The reality of change management boils down to one fact: It takes time. As stated, break the changes down in phases. Guide employees through the change procedure to make sure they understand the process correctly before moving on to the next phase.
For most organizations, the key to successfully handling change is to use the influence of the managers and supervisors who are the closest to the front-line employees…those who will be most affected by the changes. If they are neutral to or resistant to a change, chances are that their employees will follow suit. Engaging positive “influencers” early on and making them a champion of sorts will help the process that much more.
Change is inevitable and with change comes resistance to change. Above all, the best way to ensure change is accepted is through effective communication and following these key tips to get you successfully to the finish line of 2017 and beyond.
