It is hard to deny that one of the greatest challenges facing organisations today is change – but it is also one of the greatest opportunity areas to create better value for your clients and remain relevant in a fast-moving market.
Organisations and their leaders must therefore understand how to lead the business and engage employees to welcome and celebrate change. Leaders must regularly identify and resolve issues regarding change, update the way they work and find new and different ways for their team and the business to grow.
The importance of communication
Introducing a change involves more than just making the decision and rolling out the process. As a leader, you should be preparing your employees for change well before it takes place. Consulting with your employees during the decision-making process can help increase their commitment and buy-in to the proposed change. You should make sure that everyone’s role in the change is made clear from the outset, and regularly ask for feedback during the process.
You should also consider what information you will need to provide to your employees so they are able to embrace the change. To properly lead and manage change, leaders must be able to satisfactorily answer the 3 main questions that employees are likely to ask when it’s introduced: What is the change? Why is the change being made? How is the change going to affect me?
Understanding how change affects people differently
Employees will often associate change with feelings of discomfort, feeling alone and feeling as though there will be a negative impact on them personally. These thoughts and feelings can cause employees to resist embracing change. It is important to provide support to your employees throughout the change process and to help them work through any discomfort in order to accept the change.
Effective leaders will need to know how to prepare for, lead and manage change effectively
Before any change initiative is rolled out, leaders must firstly consider how employees will perceive the change, and put energy into planning and structuring their communication strategy accordingly. Once you’re confident in your rationale and delivery then you will be in a position to present it to your team. Keep this information in mind to help ensure the success of any change initiative in the workplace.