Change is often not easy. This is true for any kind of change, be it moving cities, getting over a break-up, or transferring schools. The same can be said for employees that seem to hate any kind of change in the workplace.
The truth is that, as with any change, it isn’t the change itself that’s upsetting. More often than not, what people hate the most is when change isn’t handled well. It’s not change that’s harmful, it’s bad management of change.
This means that the best way to lead a group that seems resistant to any kind of change is to implement change effectively. Here are a few ways to do that:
Allow People to Be Upset
It deserves reiterating – change can be difficult and maybe even hurtful. But these feelings of resistance are valid. As a leader, you’re going to need to shoulder this resistance, instead of fighting it.
This begins with engaging your employees. Employees usually resist change because they feel like they haven’t been given a say or any kind of active role in the change. Because of this, they may refuse to participate. However, this can be resolved by allowing your employees to be involved in the change they want to see and keeping them updated on developments, especially if they’re directly affected.
Listen to their feedback, understand what they don’t like about certain aspects of the company, or about the proposed changes to it. A real leader listens, and you’ll find that people get behind collective action when they feel they have a role, and that their feelings – good or bad – are heard and given weight.
Explain Why They Shouldn’t Be
When employees are upset about change, many times the big sticking point is that the change isn’t explained well to them. As a leader, you need to be able to articulate the reasons as to why certain changes are necessary, and the specific ways they can improve the current situation.
Arguably, the biggest thing that gets in the way of healthy change is lack of communication. Hence, the best thing you can do as an employer is to be able to communicate to your employees on what’s going on. Make sure that everyone has received a notice or memo and use as many of the vehicles for communication as you can – the key is to make sure that everyone is on the same page, understands how the changes will be executed and the ways in which they can prepare themselves for these new implementations.
Make efforts to disseminate information properly. Be a proactive leader and give your team the details and the time they need to process change. This helps you let your employees know that their understanding and support are valued, just as much as you value having everyone updated and aligned.
Let Change Take Time
You need to understand that change doesn’t happen all at once. Any kind of change needs to be done in steps. Like they say, Rome wasn’t built in a day. So why should change in your company be any different?
Let change ease in over time. One important reason behind the resistance to change is when it is announced too suddenly or happens too quickly. Sudden changes will always be jarring and tend to stunt whatever progress that has been made. When that happens, people will feel like their time and effort have been wasted on something that was going to change anyway.
When it comes to being patient with change, it also helps to plan the steps you have to take. Start with a plan, then go into the small details that can be fixed. Once you have that foundation, you can start introducing bigger changes into your company, little by little. Your team will appreciate you much more for this. They will stop seeing change as a roadblock and start viewing it for what it can be – a path towards collective growth.
To your success,
Mario
[Visit www.mariosingh.com now to enjoy a FREE e-book of my latest “37 Essential Principles for Massive Success” when you subscribe!]
