Have you ever experienced changes or transitions in the workplace? Of course you have! From implementing a new payroll system, bringing in a new general manager, or finalizing a merger, we all know what it’s like to feel uncertain about the path or the goals ahead.
At People Spark, we’ve learned that for individuals, teams and entire companies, successfully navigating the unknown starts at the top. As the business leader, YOU know the whys and hows of any decision. The question is, does everyone else? If your team is in the dark about upcoming changes — why they’re happening, how they’ll happen, what their role will be like — they’ll feel unappreciated, undervalued and, ultimately, unmotivated.
This outcome is bad for every aspect of your business. The following strategies will help you avoid the pitfalls around change and ensure everyone feels supported, engaged, and even excited about what’s ahead.
1. Be empathetic: Your response becomes theirs
The most important person in the cycle of change is you — the leader. Your response sets the tone for how others react. Give yourself time to process what’s coming so you can better help others manage their response.
2. Consider the grief process
We use the Kubler-Ross Change Model to show how the seven stages of grief — shock, denial, frustration, depression, experimentation, decision, and integration — closely align with the phases of change-acceptance at work. With this framework in mind, be sure to:
- Tune in. Be aware of phrases like “Are you kidding me?” and “This will never work.” (the early shock/denial/frustration phases) or “I’ll give it a shot.” and “We can make this work.” (the final experiment/decision/integration phases).
- Give meaningful feedback. When an organization is in flux, feedback sessions provide opportunities for coaching employees along the Change Model so they reach the integration stage sooner. (You can read about our favorite BIT framework for giving feedback here.)
- Leverage people who are further along in the change process. If you hear someone say they found a solution to a problem, first encourage that behavior by acknowledging their initiative and drive. Then, ask if they’d be willing to share their experience with others on the team.
3. Communicate like crazy
You know the saying, “In the absence of information, people make things up.”? It’s never truer than during times of change. Here’s a three-step approach to communicating with your team:
Step 1: Focus on WHY the change is being made. Expect questions like:
- Why are we making the change?
- Who was involved in the decision to change?
- What’s the risk of not changing?
Step 2: Focus on HOW the change will directly affect individuals. You’ll hear questions like:
- What is changing? What is not changing?
- What’s the timeline?
- How will my job change?
Step 3: Focus on communication about taking action and moving forward. Questions like these need answers:
- What do I need to do differently?
- What skills do I need to learn?
- How can I help others?
As a leader, you can’t always control the changes on the horizon or their impact on your company. However, you can directly influence how your team responds and adjusts to inevitable change. No matter what’s ahead, the more prepared you are to lead through any transition, the more your business will thrive.
Need guidance about leading through change or making great hires to keep your team strong? Email Erin Mies to find out more.
