How to help employees cope with change
Managing change is becoming an increasingly important business focus: for better or for worse, lots of companies are going through change at the moment so what does your change management strategy look like?
Whether it’s streamlining through redundancies, reframing management structures or an office refurb to enable more flexible working it’s important to communicate change thoroughly if you want to keep your workforce engaged and on-side. Here are some pointers:
1) Be open and honest
Don’t force change on staff or keep it a secret until the last possible minute.
2) Be clear about change
Change is often dramatic. It can be unsettling, not to mention scary, hence why so many of us don’t like it. But it’s necessary, in most cases, with the best interests of the business at heart, so this needs to be made clear from the outset.
3) Explain what's happening
Things like new structures, policies, targets, acquisitions, disposals, and re-locations, to name a few, all create new systems and environments. It’s therefore your duty as the employer to explain everything early on.
4) Think about workshops
To help you get a message across, consider setting up various in-house workshops. These facilitate greater understanding and can develop collective approaches, policies, methods, systems and ideas to make it a smoother transition.
5) Get staff involved
Participation and involvement of staff is known to increase the sense of ownership and empowerment among them, making workshops an effective tool in managing change, not just achieving improvement.
Communication is enhanced as those sitting either side of the fence, as well as those perching on it, can have their say. Gatherings like this are also great ways of welcoming new members of staff to your team.
6) Build bridges
If you’ve already jumped the gun, staff surveys are a helpful way to repair damage and mistrust among your workforce.
You must allow people to complete them anonymously, otherwise they won’t openly express their thoughts and feelings. You must also make an effort to publish the findings and then act on them. Handing out surveys and not listening to what your employees have to say will only make matters worse.
7) Face-to-face is best
How you manage change is essential to whether it’s ultimately accepted or not. Email and written notices aren’t always the best for conveying and developing understanding, so you should avoid these at all costs.
Face-to-face communication is always best when it comes to change. In fact, direct communication works best at all levels of business. You should therefore put a lot of emphasis on talking with your staff.
Make an effort to host more meetings, or stop by the water cooler for a chat. Telephone calls can also be effective.
8) Take your time
Slow and steady wins the race. Change should be well thought through and definite, so don’t rush into anything.
Quick change prevents proper consultation and involvement, causing difficulties that can take time to resolve. By taking your time you won’t leave anything to chance, covering all bases and ensuring a seamless evolution.
It also gives you more time to inform staff about what’s happening. Just remember to explain why you’re doing what you’re doing. Not telling employees why something has to change – or not being entirely honest about the reasons for the change - is the quickest way to lose their trust.
This article was provided by Unum.
