Entrepreneurs and senior leaders typically thrive on change, but the best leaders know that a portion of their workforce doesn’t accept change with open arms and may even associate it with anxiety, fear, and anger.
These workers’ resistance isn’t necessarily to change itself, but to certain elements that accompany change, according to the Harvard Business Review, such as uncertainty, surprise, worry about competence, increased workload, and real or seemingly real threats.
- Use data to build a business case that would make sense to anyone. Leveraging technology to track and measure metrics in real time makes building a case a piece of cake.
- Communicate changes systematically, sharing the right things at the right time with the right people.
- Ensure that employees feel involved in the process by providing a platform for two-way communication (allowing them to comment, discuss, and share questions and ideas) and including them in planning and implementation.
- Celebrate small triumphs along the way. When a project rolls out in phases, the completion of a stage can be celebrated with social intranet kudos to the team responsible, team pizza parties, or a round of lattes.
Change is a collective effort. If leaders want their team to embrace change, they must recognize and understand the needs of their employees. Workers want to know about change well in advance. They feel a responsibility for the outcome of the change and want to have a say in it. Leaders who invest time in responding to these needs will reap the dividends as they watch employee engagement grow and their organization continue to evolve.
- Content Strategy
- Digital Workplace
- Employee Community
- Employee Engagement
- Internal Communication
- Social Intranet