Change is a constant. Don’t allow it to be a constant frustration. Whether you want to do something as minor as revising your company’s personal leave policy or as major as restructuring your entire organization from the ground up, you’re bound to face some employee resistance, frustration, or even anger.
Change, after all, requires people to move out of a safe, familiar haven into potentially risky, uncharted territory. Stability-driven individuals in particular (usually those who exhibit a tall column 6 on The Omnia Profile) may suddenly feel lost, out of control, and vulnerable.
To minimize negative reactions and potential employee resentment, we’ve compiled five tips to help introduce change into your work environment:
- Keep lines of communication open. Let your staff know as far in advance as possible of potential changes that could affect their plans, job descriptions, work loads, or schedules.
- Give thorough training on any major changes in operating procedures. Highly structured staff members (usually those with a tall column 8 on The Omnia Profile ®) will want step-by-step guidance on how to perform such activities correctly.
- Provide employees with thorough explanations of why changes are being made, who will be affected, and how such alterations can benefit everyone. Introducing change in a positive light can prevent unwanted apprehension or resistance.
- Ask for employee input when you recognize an area that needs improvement or adjustment. Not only might you discover that your staff members have some innovative ideas, but you also may find that asking for such feedback and advice can boost team morale and cohesiveness. People generally react better to change when they feel they had some control over the matter.
- While you obviously don’t have to implement all the suggestions employees offer, be sure to put some of their ideas into practice. Give respective contributors their fair share of the credit. The more staff members believe they have a direct impact on their environment, the more loyal and dedicated they’re likely to become to your company, and the more optimistic they’re apt to be in regard to change.