In today's environment, people are experiencing change consistently on a daily basis both in their personal lives and workplace.
People have differing levels of just how much change they can cope with and we all know that change can be a stressful experience.
So if you were able to make change something to look forward to and even enjoyable, imagine how smoothly and effectively change could be implemented.
Change should be a transparent process
Involve employees in the change process from beginning to end. Employees should feel that they are participants and that their input is valued and important. If people feel that they are being listened to and supported, the more likely it is that they will embrace the change and support it.
Identify those employees who are most likely to embrace the change
Bring together a group of those employees whom you know to be generally innovative and open to change and who will most obviously benefit from the proposed change. Ensure that these employees are actively involved in whatever committees or change management processes take place. In this way you will achieve a positive influence infiltrating every arena of your business operation.
Spotlight the benefits
Shout from the rooftops about the benefits! Be clear and specific on what the benefits are and exactly how these benefits will advantage employees in their daily work.
Keep a persistent focus on the benefits. All your change communications should constantly reiterate the benefits. You can't oversell the benefits when it comes to change.
Don't hide the downside
With any change comes the likelihood that some employees may be disadvantaged with the change. Be totally transparent about the change. Mitigate against any disadvantages by focusing on th e benefits.
At the same time, identify any individuals who may be specifically disadvantaged and give them special attention. Do what you can to ensure they understand that the change is for the good of the majority and will bring many advantages to the organisation. Be creative in how you can get these individuals to support the change. If these people feel that their concerns are understood and that their contribution to the organisation is valued, you have a much better chance that they will accept the change even despite any individual negative impact.
Stay connected
Talk to as many employees as you can individually or at least in groups. Listen to their concerns and address these concerns as best you can. Sometimes you may discover that employees will propose solutions to change process problems that you had not considered. Make sure you allay any fears that are displayed.
Be passionate and enthusiastic
If your approach to the change process is positive and passionate then this enthusiastic influence will filter through to all your employees.
Don't be afraid of having fun with the change process. It should ideally be fun and exciting and not something to be afraid of.
Be innovative with implementing team activities and other initiatives to support the change process. Encourage the sharing of a sense of humour. People having fun in the workplace will guarantee mitigation against fear and stress. Arrange a treasure hunt or a fun run around the office. Whatever it takes - do it!
Remember that your employees are your most important asset.
For more information on innovative business Technical Writing, Training Materials Development, Resume Writing, Job Interview and Management Coaching, or Change Management Consulting, contact Romana Stratton, wordsmith and principal of Extreme Business, at http://www.extremebusiness.com.au/. Romana will be happy to pro vide a free half hour consultation to discuss how Extreme Business can help your business grow and achieve set goals!