Change Management Basics
People don’t always welcome change, but in business, it’s the one thing you can count on. The concept of “change management” can help organizations prepare employees for change and give them the tools to adopt to a new reality.Wondering how to get started? Check out these change management basics.
Explain the “Why” Behind the Change
When employees hear about a change that’s coming, their first question is going to be “why?” Ideally, that’s a question the management team already knows the answer to. For example, a surge in new hires may prompt a move to another location.When people understand the goal, they’re more likely to adapt and work toward it. Managers should clearly explain the benefits the change will bring. Changing schedules to lower production costs will help cut year-end costs and make it more likely that other cuts won’t be needed, for example. By making that connection, people will better understand the need for change.
Communicate Clearly
People tend to fear the unknown, so a consistent, clear communication strategy can help reassure them through the transition. Open, honest communication — even and especially when you don’t have all the answers — is vital for moving through change successfully. “Over-communication” is practically impossible in change management, as long as your message is consistent and strategic.Establish a point person for when employees have questions about the change that’s going on. Ensure that spokesperson has the information they need to communicate clearly with employees and is empowered to say “I don’t know, and we won’t know for a while” when applicable. Finally, understand that people are likely to move at slower pace toward understanding and acceptance than you may want them to.
Encourage Ownership
A resilient, flexible culture is going to weather change more quickly and easily than one that is rigid or overly reliant on rules. Employees who don’t have ownership over their roles will feel like change is happening to them or affecting them in ways they can’t control, and they’ll feel like victims rather than change agents. This kind of outlook will make the transition more difficult.Organizations that reward people who demonstrate ownership will find their employees are more likely to see opportunity and growth in change, rather than limits and closing doors. Encourage employees to step up and lead the charge. Ask for their input on how to elevate pain points within their team and on a larger scale. Support those who want to proactively and strategically smooth the waters by offering positive feedback and needed resources and guidance. Maybe someone wants to create a team plan to guide a department through the change and ambiguity, or organize an activity to celebrate milestones and boost morale; help make that happen. Then, be visible about how employee feedback led to action and solutions.
Allow for Emotional Responses, but Stay On Track
People react to change in different ways, and it’s not fair to insist that they hide all of their emotions about it. Some people may feel stressed, which will affect their productivity. Some may feel sad or annoyed, which are also valid reactions. No matter how people feel about change, avoid telling them to “stay calm” or “don’t worry” about what might happen — even in cases of good or progressive change, that can be difficult.Make sure there’s room for people to be scared, frustrated, angry or excited; listening sessions can help give you an idea of how employees are feeling about the change. Then, help others keep perspective by reminding them of the end goal and encouraging them to step up as owners and leaders throughout the change process. Reorient focus on solutions and a better future.Need help developing leaders who aren’t afraid of change? Contact us to learn about our leadership development and coaching offerings.Success Labs is a leadership development and management consulting firm in Baton Rouge, Louisiana. For more than 25 years, our expert team of consultants has worked with hundreds of companies to explore their business potential and improve their company and cultural performance. Contact us to get proactive about your people strategy.