According to some research, 96% of companies said that they were going through organizational change.
If you are one of those companies, you might be wondering how to have organizational change management so your employees don’t freak out.
Thankfully, we have some tips, so make sure you keep reading!
Focus On What Isn’t Changing
First, you should focus on what isn’t changing. Give your employees an anchor, something to hold onto.
You should keep something at the core that employees can identify and hold onto while everything else around them changes. This will help them through the transition.
You can do this by changing a few things at a time rather than all at once. This is one way that it will seem less overwhelming.
Be Transparent
You should also always be transparent about what is going. If you try and keep everything quiet, then people will start rumors and spin themselves up when it may not even be the truth.
However, the tricky part is that the change normally happens in phases. There might be a level of confidentiality that you need with management before you can start implementing changes.
But if the change is going to be big, you should try and be transparent with all of the employees. That doesn’t mean that you have to give them all the details, but be upfront that something is going to change and promise details later.
This will help to make the staff more comfortable.
Communicate
Communicate whatever you can be transparent with. During change, people want as much information as possible to feel like they have some control over the situation.
Employees want open, honest, and direct feedback from their leaders. They will also appreciate a good assessment of the situation and how you plan to address it.
They always want to hear as much as possible from the leaders to give them hope and motivation. Leaders should be communicating with the employees in order to keep them from leaving for lack of knowing what’s going on.
Determine the Impact
You should figure out who the change will impact. And come up with a reason for why the change has to happen.
The change will likely impact different levels of the organization, so you should review how it affects each level. This information will create a blueprint on who needs support and training to help mitigate any impacts to the business.
You should ask some important questions, like who is impacted the most, who will feel the changes most, and how will they receive the change?
Be Truthful
You should also be truthful. This is easy to follow if the change is positive, but some leaders find it difficult when the change is negative.
However, your staff will still appreciate the honesty. Try to avoid sugarcoating or presenting things in an overly optimistic way. You should be as realistic as possible while also acknowledging any possible drawbacks or challenges.
Provide Support
Make sure that your employees have a support structure that they can turn to for emotional and practical help. These will help them adjust to the change and learn behaviors on adaptability.
They may even need to learn skills to help them with changes that they need to make. This can help employees adjust to how their role is being performed. They may also find support in having a policy that is open-door.
That way, they can ask management about any changes without fear of being judged.
You should ask what types of support employees will find supportive and where is the support most needed?
Monitor
Monitor the change and progress as well. You need to keep an even closer eye on things now as they roll out. This makes sure that the change will be as successful as possible.
Keep an eye out for any potential problems, and address any issues as soon s possible.
Come up with metrics that you can use to measure the success and monitor them to ensure that it’s on track. Make sure you always touch base with people who are big stakeholders in the change.
You can ask what could have been done differently? Did the change help you reach a good business goal?
Celebrate the Small Things
Wins are a great way to boost motivation, especially when they’re going through difficult times. When there’s a little bit of hope, it helps people feel like they’re making progress toward a bigger goal of not having to deal with change.
According to some research, many people said that steps forward helped put people in a good mood, and then they were able to achieve bigger goals. This helped employees see the change initiatives more clearly.
Leaders have to confirm that the core of the organization remains the same and that all of the projects go on as best as they could. Leaders should always communicate the progress as well.
Have Strong Leadership
If you don’t have strong leadership at your company, you can try and hire an organizational change management consultant. If you do have strong leadership, then you can lead your team through the change.
This will inspire the team. It will help show the team that they can depend on you and that you have their best interests in mind.
A strong leader will help any team get through the changes, regardless of how challenging they are.
Learn More About How to Make Organizational Change Smooth
These are only a few ways to make an organizational change in your company go smoothly, but there are many other tips that can help the process.
We know that running a business can be overwhelming, but we’re here to help you out.
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