How Do You Get Employees On Board with Change? 5 Steps for Smoother Transitions in the Workplace.
- Randall
- Oct 28, 2024
- 2 min read
Updated: Nov 26, 2024
Many organizations encounter problems when introducing change. Leadership often announces a new initiative and quickly implements it across the entire organization within days. This usually catches employees off guard or leaves them unclear about the reasons behind it.
As a result, people can feel frustrated or undervalued. When this happens, organizations face resistance and struggle with execution. In the worst-case scenario, employees leave in search of a workplace that values their input and involves them in the process.
As humans, we're naturally inclined to resist change, something I've observed throughout my life, and experienced myself. Whenever I’ve felt resistant, it's usually because I didn’t fully understand what was happening or why.
Early in my career, I often heard the dreaded phrase, "it's on a need-to-know basis...", I’m sure you know the rest. While you can still take that approach, much like your high school fashion sense, it’s time to let it go. Holding onto it will only increase resistance, making it far more difficult and costly to achieve your goals.
Today's workforce is no longer content with simply following orders without question. Most employees want to be involved in the process, offer input, or at least understand the reasons behind decisions.
I’ve seen organizations implement changes in more effective ways that reduced obstacles and delays. While change is never entirely painless, it makes sense to minimize the disruption for everyone in the organization. Though it may require a bit more time upfront, the positive effect on employee engagement and morale is well worth the effort.
Here are 5 Strategies to Reduce the Impact of Change:
Promote transparent and straightforward communication.
Engage a wider group of people in the decision-making process.
Develop a detailed plan.
Don’t rush; take the necessary time to consider every step.
Appoint a dedicated person to manage the implementation.
Effective execution needs focused attention and accountability, which can be challenging for an already busy leadership team.
Utilize the Diffusion of Innovation theory to guide your change efforts.
