During this age where innovation is critical to the success of every company in every industry, change is inevitable. And yet, change is still uncomfortable; it’s still scary and human nature is to resist it. But, (thanks to all this innovation) we actually have more resources, tools and platforms at our disposal to make the transition much smoother.
The truth is, your organisation is probably making changes all the time. Often times just small ones that affect only a few people (a desk rotation), or bigger ones (a brand new CRM system). Communicate all of these changes, every time they happen. This will get everyone a bit more comfortable with change. Try to steer away from using email to communicate these changes, and look for other less formal, more social platforms.
Whether the change your communicating is big or small, positive or negative, everyone will have the same question: How does this impact me? So try to answer this question by targeting your communications at certain departments or regions to answer some of these questions and settle some of initial anxieties.
If someone is being let go, or a department is being dissolved, putting a positive spin on it will only serve to create mistrust and a culture of gossip. Stick to the facts, give your employees easy access to all the information they need so that they can do their own research in their own time; this approach will ensure they’re getting the right information, not information that’s been through the rumour mill. Make sure they know who to go with questions and concerns.
Part of the difficulty people face when dealing with change is that they feel like they don’t have a say. Face-to-face check ins will always have a place, but sending out a survey or creating an anonymous place for people to give feedback will make your team feel like they have a safe place to voice their opinions. It also gives you, the employer invaluable data about how change is being perceived and received. You can make amends to your comms strategy or your project plans if necessary.
Often a change can mean a new implementation, or a new managerial structure. We know that if you tell someone once, they’re likely fall victim to the forgetting curve, and their eventual understanding might be a warped version of reality. Keep reinforcing the message, and equipping your team with the information they need to positively embrace the change.
As a leader, it’s best to create a culture that embraces and encourages change in all its forms. Implementing these steps will help you to lay the foundations of this culture. To be successful, it’s important to have the right digital support in place that will enable you to execute these steps. Talk to us today about how Axonify can be used to implement a successful change management strategy >