Change is inevitable for all of the approximately 8 million businesses in the US at some point. Markets continue to evolve, and the demand for certain goods and services shifts throughout an organisation’s operations.
Change is a constant in today’s fast-paced business environment. Whether it is a merger, acquisition, or a shift in strategic direction, organisations must be able to adapt and evolve to stay competitive. This means a team-focused mentality is essential!
Here’s a summary of the tips we’ll run through below in more detail:
- Communicate openly and transparently
- Embrace change in the workplace
- Set clear goals and expectations
- Deal with change in the workplace proactively
Change can be unsettling, and employees may feel uncertain or anxious about what it means for them and their role in the organisation. Keeping employees informed and involved in the change process is essential, and providing regular updates and answering any questions they may have is essential.
New opportunities and growth may be available to you in times of change. Encourage employees to view change as a chance to learn and develop new skills rather than threatening their job security.
Provide clear direction
Change can be challenging to navigate, so it is essential to provide clear direction and goals for employees. This will help them understand how their work fits into the bigger picture and how they can contribute to the organisation’s success.
You must be aware that resistance and pushback to change may exist. So it is essential to anticipate and address potential issues before they arise. This may involve providing additional training or support to employees or addressing any concerns.
Staying people-focused during organisational change
Here is a summary of some key points about being people-focused when it comes to change:
- Prioritise employee well-being
- Foster a sense of community
- Recognise and reward employees
- Address uncertainty at work
Change can be stressful, and it is essential to take care of employees’ mental and emotional well-being during this time. This may involve providing additional support. For instance, you could provide counselling services or offer flexible working arrangements.
Employees may feel disconnected from their colleagues during periods of change. It is essential to create opportunities for employees to come together. You can do team-building activities to help build a sense of community and connection.
Acknowledge staff efforts
Another consideration is that employees may feel their contributions need to be recognised. It is essential to acknowledge employees for their hard work during change.
Change can create uncertainty, and employees may feel unsure about their future in the organisation. It is essential to address this uncertainty head-on, providing clear information and support to help employees navigate the change process.
Two essential tips to help motivate staff during change
We’ll now look at two excellent ways to motivate your staff during the period of change. The aim here is to provide you with ideas you can implement immediately.
Here are the tips:
1. Communicate the purpose and vision of the change
Employees need to understand the reasons for the change, how it will benefit the company, and their role. Clear and transparent communication can help employees feel more connected to the change and motivated to support it.
Employees should understand the specific goals of the change and how they align with the organisation’s overall objectives. It is also essential to communicate how the change will benefit the company and the employees. This could include increased efficiency, improved performance, or new opportunities for growth and development.
Involve employees in the process
Another critical aspect of communicating the change’s purpose and vision is involving employees in the process. This can be done through open forums, team meetings, or other forms of communication where employees can ask questions and provide feedback.
Involving employees in the communication process will make them feel more invested in the change. They may also feel more motivated to support it.
It’s crucial that you remain consistent with your communication. Also, make sure to update employees on any new developments. This will help employees stay informed and engaged.
2. Lead by example
Leadership plays a crucial role in the success of organisational change. Thus, leaders must be willing to lead by example. This means leaders must be willing to embrace the change themselves. They should also demonstrate the behaviour and attitude they want to see in their staff.
For instance, a significant change could be a new approach to customer service in the company. Leaders must be willing to lead by example by exhibiting excellent customer service skills themselves.
Leading by example also means being transparent and approachable. You should be open to feedback and suggestions from employees too. This will help create a culture where employees feel comfortable and motivated.
In addition, leaders must be willing to take responsibility for the change in terms of communication and decision-making. This means being willing to take ownership of the change and being prepared to answer questions and address any concerns that employees may have.
By leading by example, leaders can inspire and motivate their staff to support the change and create a positive environment for the change to take place.
Stay team-focused in times of change
It is important to remember that change is a process that takes time and effort to implement. It is also essential to approach the change with empathy and to remain team-focused.
Providing regular support, recognition, and a positive attitude can help employees feel motivated and engaged during this transition.
At Strengthscope, we energise and engage workplaces. You can chat with us here if you’re interested in learning how we can help you with change.