Helping Your Staff Adapt To Change

Contributed by Jennifer Goldman

As a manger, you know that change is necessary to the evolution of a company. When well planned and managed, change can lead to growth opportunities for all involved. Why is it, then that your employees resist change?

Simply put, we resist what we fear. But if change can have so many positive results, why do employees tend to dread it? There are a number of reasons why change can seem threatening to an employee. Understanding your employees’ trepidation surrounding change will help you to allay their fears and walk them through the transition supportively.

Firstly, when an upcoming change is reported, employees feel as if the rug is being pulled out from under their feet. They are accustomed to a certain daily routine, and they’re confident n their ability to follow that process both efficiently and effectively. Now they’re beginning to wonder whether they’ll be expected to perform tasks in areas where they lack the required skills. An employee may even worry about losing his job as a result of the change. It’s the manager’s responsibility to reassure his staff members that their contribution is still relevant and valued. Wherever possible, involve your team in brainstorming and problem solving sessions so they can play a role in the change management process. Such involvement will reinforce the employee’s sense that he is appreciated. It will also prevent team members from feeling powerless in the face of change. In answer to his uncertainty about possessing the proper skills for the change, a manager should provide training (whether through a software tutorial or another form of hands-on learning to bring the employee’s skills up-to-date. The employee will gradually become self-assured through familiarizing himself with his or her new routine and the skills it entails.

Change doesn’t only rattle an employee’s confidence in himself, but it also shakes his faith in management know-how. Many employees believe a change in policy or procedure indicates that management made a poor decision initially, and that now they are trying to clean up their mess. Of course, this is simply not the case. In fact, change may be a sign that the company is growing and needs to accommodate that growth by putting new or additional systems in place. Clearly communicate the reasons for the change to your staff. Correct any false rumors. You may encounter some disappointing expectations from employees who imagined the change would be easier or offer them more direct advantages. Remind them that the change will benefit the company, which could feasibly result in growth potential for any or all employees. Foster a sense of camaraderie among you and your team members. After all, you’re about to enter into uncharted territory together. But, assure them that the territory has been carefully mapped out, and that you’re asking them to put some trust in the company’s plan. Remind them of changes they feared in the past that ultimately had a positive outcome. This should serve to renew their faith in you, as well as in their own ability to cope with change.

Another reason why many staff members resent change is that they think it will mean separation from their more familiar peers. In actuality this may or may not be the case. If it is not the case, let your employees know that the change will not effect who works with whom. If the change will indeed result in the separation of employees who are accustomed to working together, explain the motive for and benefits of the new arrangement. Also remind them that the coworkers they’re now chummy with were once strangers, so the change offers opportunities to establish new and pleasant working relationships. Point out that the change will in essence help everyone involved get to know each other, resulting in a more unified and friendly office environment.

Whatever your employees’ hang ups surrounding the change, as a manager of the process, there are certain responsibilities and attitudes you must execute consistently. These include:

• Repeatedly explaining in detail why the change is required
• Being candid about what the change entails
• Continually answering questions and clearing up misconceptions
• Creating a viable plan and breaking it into small, manageable steps
• Possessing the willingness to adjust the plan when necessary
• Acknowledging your employees’ effort
• Being sensitive to your employees feelings
• Appraising employee morale on an ongoing basis
• Holding multiple meetings with your team members, during which you listen to their feedback and suggestions
• Conduct workshops and training sessions, for your assistant manager(s) including those that focus on the topic of change management
• Hosting occasional stress relieving activities such as free lunches or bringing in massage therapists in to perform “chair” massages.

Sure, change may throw your entire office into a tumult for a while, but your employees will adjust. If you create an atmosphere where everyone is working together to implement the change effectively, the change may not only produce the desired effect, but it may also result in a more unified and flexible team. All stand to benefit!

About the Author:
Jennifer Goldman is a freelance writer, editor, and proofreader living in Denver, Colorado.

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