Q: How can we get our employees to embrace change instead of resisting it? ACE advises: Whether change is happening in small ways or in a major strategic shift, successful execution depends on having the full support of employees – not just compliance, but commitment.Change creates uncertainty about what’s going to happen. When people resist […]
Q: How can we get our employees to embrace change instead of resisting it?
ACE advises: Whether change is happening in small ways or in a major strategic shift, successful execution depends on having the full support of employees – not just compliance, but commitment.
Change creates uncertainty about what's going to happen. When people resist change, it's usually because they don't know how they'll be impacted or whether they'll be successful. Fear is quite natural.
Here are ways you can minimize the fear and help your employees get on board:
- Make sure the organization is ready: Well in advance, start talking about the need for change and the vision for how things will be. Pay attention to how people react.
- Involve employees at all levels: Engage top management in early aspects of defining strategy; provide forums and task groups to plan aspects of implementation. Make sure everyone knows what role they will play.
- Communicate, communicate, communicate: Create multiple one- and two-way channels to let everyone know what to expect. Provide coaching, if necessary, so top management can carry the message effectively.
- Identify the early adapters: Create a cadre of “change champions” throughout the organization to reinforce the message.
- Give people the tools to succeed: Identify needed resources, including skills, and make sure everyone knows how to get them.
- Check in with yourself: Are you sure you have the skills to manage the change or should you get outside assistance?
