We, humans, are creatures of habit. We are all comfortable in familiarity – to see, to hear, to feel, to do. It is like walking on a known path – a path whose twists and turns and ups and downs we know and are familiar with. We like them because we know what to expect and how to deal with it. It is ‘normal’…
Change inside an organization may be the result of product development, the merger of divisions, or the implementation of new regulatory and statutory laws. As an organization expands, employees tend to become accustomed to the individuals they deal with on a daily basis or the activities they perform; as a result, resistance should be anticipated if there are changes to their daily method of operating, as this forces them out of their comfort zone.
During the covid pandemic, the majority of companies, for instance, ordered employees to report to work while wearing a mask. This was not the case previously, but it was now the standard. To comply with safety regulations, businesses had to modify their work spaces. As anticipated, only those businesses that could quickly adjust to these changes remained successful.
Therefore, change can occur regardless of whether it is anticipated, welcomed, or rejected. You, as the employer, must convey these changes to your employees and assist them in embracing them, rather than imposing them.
You are aware, as a business, that change may be a vision of upper management that requires staff implementation. In this instance, employees could undermine the change implementation process if they believe the proper channels were not followed. Therefore, a collaborative approach is required for the success of this process.
This blog post will highlight four things that your organization might begin doing/improve in order to excite staff and facilitate the implementation of change.
1.Providing employees with the appropriate resources.
While you need your employees to embrace change, you should be prepared to provide them with the resources they need to make the transition as smooth as possible. For instance, suppose you are releasing a new software or system as an upgrade. You must reconsider if you have offered adequate training to your employees to enable them to understand the new system and whether the devices in use are compatible with the software. Do they require new PCs that are compatible with the new system?
2.Communicating anticipated changes to personnel in advance
Through communication, employees will be made aware of the significance of change, the implementation dates, and the reporting of feedback. Once they have the necessary knowledge, they will feel confident initiating change. As staff dislike working in the dark, a calendar detailing deadlines for the implementation of the change would be a motivator.
Employees are more willing to assist you in implementing changes if they are well-informed and their concerns have been addressed.
3.Using Rewards to Motivate Employees to Embrace Change
Knowing “what’s in it for me” is of paramount importance to employees.
A worker might contribute to the implementation of a reform that would ultimately result in their unemployment. If an employee is aware that there will be a reward for implementing a given change inside the organization, they are more inclined to support it.
Rewarding employees is effective, but it must be executed with prudence.
4.Inclusion of Junior and Middle level leaders
Employees have confidence in the leaders they deal with on a daily basis, the majority of whom are junior and middle level leaders. Through these leaders, people are more willing to discuss the process’s challenges. As much as the top leadership of your organization will make the majority of the change plans and be in favor of the change, it is essential to involve the leaders farther down the chain of command.They can provide feedback which can help you to take the necessary steps to ensure the success of the procedure. Your organization’s executive leadership will always be in favor of change. Therefore, it is essential to include other subordinate leaders in the change plan.
Whenever your firm encounters a new shift, it will undoubtedly discover new opportunities and how succesful this turns out out to be will be largely influenced by your team.
Therefore, it is essential to ensure that your staff are well-informed and receive the appropriate support during the transition, and it is even better if they understand how they will benefit from the new changes.
We hope you discovered one or two takeaways that will help you implement and realize change in your organization more effectively.
After all, a Diamond is a piece of Charcoal that handled the stress of change exceptionally well. Need a step-by-step guide for your team to facilitate the implementation of changes? Talk to us
See you in the next one!