Tips that can help your Employees cope better with Change Management
- Continuous improvement at the project level Agile and Scrum
- Project Quality Plan Project Management
- Program Execution Agility Project Management
- Common areas of improvement for Project Managers Project Management
- Wondering to choose CSPO or PSPO? Project Management
- What is Project Control System? Project Management
- Types of Project Costs Project Management
- Should PMP credential be used next to my name on my signature Project Management
Issues occur when there are frequent or significant organizational changes; employees may struggle if they do not understand the need for change or how it will affect them in their roles. While contemplating and implementing a change, it will relieve employee stress if you include them in the planning process, encourage them to participate, and let them know that you care about the effect on their role.
These five tips can help make change easier for your employees.
- Create a controlled culture of urgency
Creating urgency in advance can help avoid reaching an actual point of urgency later. Getting the jump on discussions around expected changes lets employees know what difficulties the organization may be facing and helps them plan better before unexpected problems arise.
Suggested Read: Benefits of ITIL certification
- Clearly, communicate planned changes as soon as possible
Planning and input are key. Make sure to plan changes and get input from important stakeholders or employees to avoid the surprise of sudden unforeseen changes. Instead of just declaring changes after the detail, discuss plans for change with employees in advance, when suitable. Find out what key employees are thinking and observe their verbal and non-verbal reactions. Solicit feedback, questions, and concerns, and share the benefits of any anticipated changes. The response you receive can be vital to the last decisions and buy-in.
- Allow employees to participate in the change process
The best way to get and keep employee buy-in is to encourage participation in the change process wherever and whenever possible. Being involved in the change process gives employees a sense of ownership and promotes a more committed attitude to an environment of change. Participation can mean decision input, tasks, oversight, review, analysis, or other actions. Employees are more likely to not only be more receptive to the changes but also embrace a culture of change going forward.
- Recognize the impact of employees on changes
Change is not a one-sided consideration. Companies occasionally forget that change does not just impact employees and their lives employees can also have an impact on expected changes. The news of impending changes means employees who are overloaded with work or have family-related concerns can complicate the timing of changes. If a change is not time-sensitive, it may be best to delay rather than force employees to undergo unnecessary stress at a time when they are already undergoing a difficult time.
- Let employees know they matter
Many people find work-based modifications to be overwhelming, mainly if they are sudden. Changes can appear to be threatening when it comes to an employee’s job. When a change is introduced to employees, many questions may arise. They may not be thinking about what is best for the company and instead, thinking about their paycheck and the effect on their family. This is normal, and it is your role as a leader to let your employees know that you are aware of their concerns and care about the impact on them. To some, this seems like common sense and obvious, but sometimes because changes can happen fast, employee concerns aren’t always top of mind.
The bottom line
Your employees have a tremendous impact on change and are key to successful change management practices. Recognizing this fact can avoid unnecessary issues down the road.