Learning & Development

Survey Says: Training Is Critical to Successfully Manage Change in the Workplace

Today’s Advisor reports on survey results that reveal the critical role that training plays in successfully managing change in the workplace.

Change may be constant, but it doesn’t mean it is easy, especially for creative professionals, according to a recent survey. Less than half (45%) of creative professionals said changes within their organizations are considered carefully. Also, 53% felt employees are not sufficiently involved in implementing change.
Over half (51%) of respondents to the survey by The Creative Group and AIGA indicated that when it comes to the types of change most apt to cause consternation among creative teams, adapting to new internal processes and procedures topped the list, according to 51% of respondents, followed by staff changes (48%) and new business directions (37%).
Only half (51%) of creative professionals said they receive adequate training and information to keep up with changes in their industry.
The research is part of Creative Team of the Future, a joint project between The Creative Group and AIGA that explores key trends shaping the creative profession. It includes a survey of more than 750 creative professionals and offers additional insights from leaders in the creative industry.
“Change in the workplace almost always results in an initial dip in productivity and morale as people adapt,” said Diane Domeyer, executive director of The Creative Group. “Managers can ease the process by communicating openly and often, and setting appropriate expectations during the transition. Pressure to see immediate improvements can backfire.”

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Avoid These 5 Mistakes When Managing Change

The Creative Group outlines five of the biggest mistakes managers make when implementing change, along with effective tips for avoiding them:
1. Keeping employees in the dark. Springing sudden changes on staff can instill fear, anger, resentment, or all three. Involve team members as soon as new business goals are set, and give them an opportunity to discuss changes and brainstorm strategies for handling them.
2. Failing to delegate. Managers should avoid shouldering the entire burden. Instead, let staff share ownership and responsibility for the transition. They, in turn, will feel more in control.
3. Turning a cold shoulder. Take employees’ emotions and concerns into account when rolling out changes. Bad feelings can lead to low morale.
4. Being too headstrong. It’s important to remain firm in your goals and ensure that changes are properly implemented, but be sure to remain flexible. If you experience bumps in the road, you can change course without friction.
5. Expressing doubt. Changes affect everyone in the organization. Demonstrate enthusiasm, if not for the changes themselves, then for the employees implementing them. This will motivate everyone to stay focused and upbeat.

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View an infographic of the survey results.