With the July 4th weekend upon us, it’s worth noting how much the Declaration of Independence changed the nation—and the world. In the spirit of Independence Day, ask yourself, How do I manage change at my organization? In today’s Advisor, we provide a few do’s and don’ts surrounding the issue.
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Here are some facts about the nature of change:
- It’s inevitable;
- It’s continual;
- It’s often difficult;
- It presents opportunities; and
- Those who manage change well will succeed.
Have you noticed that some of your employees have the potential to be effective leaders? Get them the training they need with BLR’s TrainingToday Leadership for Employees Library. Get the details here.
In order to gain an edge in an ever-evolving world, you should be training your managers and staff on how to properly approach change implementation.
Managing Change: The Do’s
- Set a good example. A key factor in success during change is resilience. The more clearly you demonstrate resilience (through such attributes as flexibility, patience, focus, and positivity), the more you inspire your employees’ confidence.
- Acknowledge concerns—and be honest about your own. Change can be scary, and expect employees to be concerned. However, be sure to let them know any of your concerns as well (while still supporting the organization’s goals, of course). Your openness can help foster a “we’re all in this together” atmosphere of teamwork and support.
- Involve employees in planning, and actively solicit support and assistance. It’s much easier to get people to commit to change when they feel that they’ve had a hand in creating it.
- Work at boosting morale. Help employees find ways to succeed within the new environment created by change. Focus on the opportunities and benefits of change.
- Keep the lines of communication open. A great deal of needless anxiety can be caused by rumors and misinformation. Be up-front with your employees, and communicate frequently in times of change.
Trying to get your employees trained to show leadership? It isn’t easy to fit it in—schedulewise or budgetwise—but now there’s BLR’s Leadership for Employees Library. Train all your people, at their convenience, 24/7, for one standard fee. Get More Information.
The Don’ts
- Don’t ignore or make light of employee concerns. Even if some concerns seem foolish or unreasonable to you, remember that open communication is important. Employee concerns reflect their level of resilience and their trust in you as their leader.
- Don’t lower your standards. It’s your responsibility and right to expect that even in the face of change, the work of your department will be accomplished according to established standards, and your employees will continue to behave in a professional manner.
- Don’t treat employees like children. The reality of the situation may be tough to take, but it will be no help if you do the work for them, “spare” them from the truth, or become overly authoritarian.
- Don’t permit a poisonous atmosphere to prevail. There is a chance that some employees won’t buy in to some changes no matter what. Don’t allow them to poison the entire initiative—again, clear communication is a good way to combat this.
- Don’t lose your sense of humor. You need a healthy sense of perspective to deal with change yourself and to help employees develop resilience. Take steps to ensure that you are managing your own stress in a positive way.
Of course, change is always harder to implement effectively if your workforce is disengaged. In tomorrow’s Advisor, we’ll go over some tips on building trust and keeping training sessions engaging, plus a few wise words on engagement from Thomas Jefferson.