Nobody likes organizational change, especially when it’s forced upon them. Not having a say in company change is a difficult part of any work environment.
Oftentimes changes may seem like they are making one’s job more difficult. Having to learn a new software, a change in organizational processes, shifting hierarchical responsibilities- all of these are an adjustment; one most employees can be quite resistant to embrace.
As a talent manager, how do you get your employees on board? How can you show them that this is for their benefit?
These four simple tactics will prove to them that this transformation is a positive one:
1. Show ‘Em you Care
Acknowledge employees’ concerns. This is a major factor in earning their loyalty. Showing employees you care about them beyond the work they produce yields a more committed and dedicated approach to their workplace.
However changes can make them feel threatened, causing employees to question their current situation; what’s not working that brought on this change? How will this change affect their current position?
By addressing these concerns head-on and explaining the need for the change and the positive effect these modifications will produce, it will not only diminish their fears that the change is somehow personal, but further convince them that they are a valuable asset to the company as their concerns were accounted for. A manager that has thought about his or her employees’ perspective and has communicated this to the team, is a manager whose employees will stand behind your decision, the same way you have clearly stood behind theirs.
2. Keep ‘Em in the Loop
Take it one step further. Don’t just address their concerns once they are brought to your attention but preempt the questions you know they will have by being transparent about the decision process as well. Have a company meeting that explains these changes directly and presents the direction you are going along with the expected benefits from this modification. Doing this in an open forum, a forum that welcomes questions and discussions, will not only limit the insecurities employees may have, but will encourage the improvements this plan will bring about.
3. Get ‘Em Actively Involved
Motivate their involvement. There are numerous ways to encourage their participation. As the plan is being put into motion, ask for weekly feedback and updates. Consult with your team over unwarranted issues. The more emphasis that is placed on how the change is affecting them, the more they see you are supporting them and that you are on their side. Change can make your team feel that, as their manager, you have stepped over to the “dark side” no longer caring about their interests but only those that will advance your position. But by actively including them in this change, you are solidifying the importance of their roles in the company. Showing them that this change cannot be done without them will generate a unification in the mission.
As your time may not allow for constant discussion on this matter, appointing a head of each department and positioning them as a co-leader, one who will be in charge of hearing-out all employees and collecting their feedback to present their case to senior management, even further drives home the point that this change is for their benefit.
4. Move ‘Em Forward
As transparency and discussion are crucial to getting your team on board, this openness should be implemented in conjunction with the change itself. The best way to secure success is by actualizing the change as quick as possible. The less time one has to mull over the idea and raise hypothetical concerns, the better. By executing change in a quick and timely manner, it shows the employees that this change is serious. Plus, their time will then be focused on adjusting to the change instead of worrying about the possible ramifications it may bring about. Fearing the change itself can drive lack of productivity and resistance but seeing the change and experiencing its benefits quickly will increase cooperation.
If you’re still concerned about your team’s enthusiasm, inspire them with this cat video – for we all know cat videos are people’s favorite time wasters at work.
Worried your team members are not cat people? Use this infographic to help motivate your campaign. The visuals speak for themselves.
What other tips do you have for getting your employees on board with change? Let us know in the comments!
Header by Rachel Wille
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