Some people thrive on change. Others do all they can to resist it. But like it or not, change within an organization is inevitable – and in your HR leadership role, you will be integrally involved in managing it.
Organizational change may have an unsettling impact on employees, whether it involves them directly or indirectly. What is most important is how a company and its leaders anticipate and react to change. Managed well, it can teach a company and its people to adapt and develop resilience.
Take a Healthy Approach to Change
Love it or hate it … change will happen … and it has the potential to cause significant stress. Taking a healthy approach to change is a worthwhile investment. Here are some tips for supporting your team and in doing so, building employee performance and loyalty:
- Be as transparent as possible. Keep communication lines open. Be honest, clear and accessible during and after periods of change.
- Recognize the good work done under the old system. This step is often missed in change management. In an effort to sell the change, employers tend to dismiss or minimize past successes. Recognizing how team members were able to accomplish so much under the previous system is vitally important. It will make employees more open to engaging in what lies ahead.
- Be specific about why and how changes will be implemented. Share as many details as possible. Describe how the pending change will ultimately contribute to both employees’ and the organization’s success – and explain how improvements will be measured.
- Be realistic. Don’ pretend that change is not a challenge or try to minimize it. By acknowledging concerns up front – before your employees bring them to you – you show that you understand and are working to make the transition as seamless as possible.
- Listen to your employees’ concerns. Provide detailed responses to reassure people that you have heard their concerns, even if you are not able to address them completely at this time.
- Help people manage their fears. For those who dread change, it may manifest as severe worry or fear about their future. Discuss these concerns and offer realistic reassurance. Consider approaches such as temporary reductions in expectations or additional skills training, to help soothe the anxiety.
- Adjust or set new performance goals. Ask employees how they can help meet the goals set forth by an upcoming organizational change. This will help them to feel that they are – at least to a certain extent – in control of their future. Reinforce what they do well and emphasize how these strengths will help in the transition. Let people know that they remain valued by your company.
Need a Change Management Partner?
The recruitment and workforce development team at PrideStaff Fresno can partner with you to help effectively manage organizational change – and the HR challenges that accompany it. Contact us today, so we can discuss the details and set you on the strategic path to success.