Change can ruffle the feathers of any company making it a great time for good managers to shine. An effective leader helps ease team tensions while paving the way for open-minded, forward thinking; providing both a safe space for employees to feel secure and a growing company that nurtures change.
But saving the day is easier said than done so if you’re facing impending change and are uncertain about its possible effects, start with these 6 steps and be on your way to healthy corporate growth.
- If you’re reluctant about the change or feeling overwhelmed by its possible impact, your team will feel that. Your worry will be heard in the details you translate, your tone of voice and even your body language. So start by allowing yourself to figure out the details, address your concerns and create a positive approach before transmitting to our team.
- Encourage closure
In order to embrace change, people need to let go of the past. This could mean certain roles will change, partnerships may get mixed up and workplace comfort zones will be jolted. As a people manager, you have to plan to help your team accept change and adapt so let them know it’s okay to say goodbye to the comfort of the past because the future could be even better.
- Identify the safe spaces
Studies have shown that only 15% of a role has to change in order for an employee to feel like they’re working an entirely new job. Working together to help them identify which parts of their job are staying the same can help shift that perspective while giving them something comfortable to get them through the transition.
- Be open and honest
This may seem like a given but you might not always be able to share as much information as you’d like. Work extra hard when you can, though. Offer as many details as possible and keep the lines of communication open. This includes addressing the Whys, Hows and What Ifs to diminish feelings of uncertainty and adverse feelings. When you have nothing new to report, ensure them you will relay any and all information once it comes by you.
- Involve yourselves
Having your team involved in even the smallest aspect of the changes can help ease the feelings of helplessness and improve morale. Participation in any phase of change can also be great for team exposure and spreading a positive adaptation of new things, which can help both your team and the organization in the long run.
- Offer individual support
Everyone reacts to change in their own way, so take the time to meet with each employee and explore their unique perspective of the new environment. Allow each team member to express their own concerns and offer your support where possible.
Change is scary in most cases, but when it comes to someone’s job, it gets even scarier. As a manager, it’s your job to help ease the transition by limiting stress on your employees and cultivating a positive, open environment.
Do you want to motivate and lead your staff more effectively? My executive coaching services can help you hone your leadership skills and clearly define your goals and objectives.