The vision comes first.

Change often starts with a vision and from this a structured approach is taken. Without a plan, the transition will not be successful. It is important to have a plan in place in order to identify obstacles. Some of the most common obstacles are likely to be an increase in staff turnover, communication breakdown and employee resistance.

Focussing on the important issue of handling people through change, we will look at ways to help aid the process.

It’s important to start on the right footing. Having a strategic plan will benefit you and the business greatly as it will provide guidance for yourself and colleagues. Remember to sell change and provide good reasons for this. Not everyone will buy reasons for change, however if you are confident and your reasons are clear and concise, this will instil confidence in your colleagues.

We’re going through change, get over it.

Remember to approach the topic of change sensitively. Before change can be applied, you must ask yourself how you are going to approach this and whether you are going to be actively ready to communicate and support colleagues through this. Being able to answer questions effectively from often anxious employees will allow them to feel reassured.

Communicate.

Plan a communication strategy. Consider answering common questions such as; why is this change happening? Will this change affect me? You will have a better chance of selling change to employees if they understand the justified reasons why change needs to happen. Ensuring
that you are in an optimistic position to address these questions will encourage assurance within the business.

Fearing the unknown.

Change can be an unsteady experience for any business. It can often result in employees panicking. Cuts to the business? Changes to the way the team operates? Longer working hours? Whatever the change, small or large, it can take effect. Understanding that the workforce will be anxious for various reasons is important. They could be worried about the impact it may have on them or their families and by addressing issues honestly, it will allow them to plan their next steps in managing their adjustment.

Be encouraging.

Ensure that you encourage change and you are persistent with ongoing change. It is very easy to slip back into old ways but ensure that you drive the change and business forward. By encouraging the process and keeping employees up to date, you highlight goals and achievements for employees to work toward, allowing them to feel part of the change process.

A new culture.

Reinforcing the value of successful change via good news stories, and promotions will instil a fresh approach to working. Leading consistently from the start will enable change to take effect by continuously reinforcing the new culture.