“I am convinced that if the rate of change
inside an organization is less than the rate of change
outside, the end is in sight.”
â€“ Jack Welch, Retired Chairman & CEO of General Electric
Employees generally hate change. Whether it’s a merger or restructuring, or a simple change in the color of the office, studies show that staff members and even managers resist.
The reactions may seem irrational but change can suggest an invasion of turf. Some employees feel it lowers their status or eliminates privileges. They might also worry that new procedures or equipment make it more difficult to do the same tasks or increase their workloads.
Whatever changes your company is planning, it is critical to gain the trust and cooperation of everyone affected.
And above all, staff members fret about job security. Organizational changes or a new boss may suggest to some that they’ll lose their jobs.
Here are six keys to harmony and resilience during transitions
You must tell your employees about the general plan, either individually or in small groups. Explain why it’s necessary.
To help win over your staff, minimize the negatives and emphasize the positive factors that make the change desirable and necessary. Answer all questions thoroughly.
Use tests and trials to help overcome doubts and suspicions.
Involve as many employees as possible in planning and executing the changes. Ask them for opinions and point out potential problems.
The executive instituting the change should be on hand with as many assistants as necessary to ensure that the plan proceeds as expected and to deal with any unanticipated problems.
Schedule a review to ensure that the changes went into effect as planned and that backsliding isn’t undercutting the effort. Compare results with expectations, and be prepared to make alterations.
In return for a little planning and discussion, you’ll gain focused, productive and healthy employees with fewer negative responses to the change.