We have probably heard it more than we should, that “change is the only constant” today. However, it is easier said than done. Many, if not all, of us have some degree of fear for the unknown. This is especially prevalent for employees as big changes are often made by senior leaders, and staff aren’t often included in such decision-making process. This means that change is throw their way, not understanding why and how things are changing so suddenly. Employees will react to this in different ways – they may be confused about a new system, nervous to meet new team members or even anxious about losing their jobs. Therefore, it’s natural for employees to resist. But fret not, here we will discuss 3 ways you can do to help your employees embrace change.
1. Train your team
Well, no one is born accustomed to change, so why not make it a norm? By conducting frequent team building activities not only boosts team bonding within the organisation. Team building activities such as laser tag, archery tag and bubble soccer also trains your team to adapt to unforeseen changes from their strategies. Additionally, some employees may be concerned that they don’t have the right skills to react to change – especially if the change is a new software or process which may be foreign to them. Therefore, managers should make sure to arrange plenty of training on the new system and demonstrate just how easy it’s will be.
2. Listen & communicate
The biggest problem with change is fear of the unknown. Therefore, communicate! Be transparent and provide your team with as much information about the change as possible. Communication can be done through meetings, emails, one-on-one discussions – just make sure you cover all the bases and give people enough time to get used to the idea before you go full steam ahead. Some employees will also worry about not being able to do their job as well after the change. Take time to listen to their concerns and rationalise the risks with real facts and experience. You could even find other organisations that have gone through similar changes and share their story to reassure them.
3. Provide an avenue for feedback
Even the most positive employees feel frustrated by change and it is natural to feel resistance to change. However, It’s important to let your employees air their feelings in the most constructive manner. When your workers express themselves openly, you learn about glitches in the process that you didn’t anticipate. Make time for one-on-one sessions, or schedule meetings that allow people to openly discuss the change process. Do not take any form of negativity personally. Instead, include employees to be part of the change by asking them how they’d fix the problems.
You can’t control how people will react to big changes, and you’ll learn a lot about your employees based on the way they handle change.