They will feel invested in the change, and it’s more likely that the right change will be made to achieve the desired results.Įmployees also need to know how this round of change is different than those before it. It’s also very important to engage employees closest to the work that’s going to be affected, and get their input from the start. Your organization will benefit from giving employees some time, and support, to make sense of things for themselves. Bottom-line, the motivation will be unique to each individual. For others, the reason behind the change may be more practical, such as job security, even if they don’t agree with the change. Some employees will want to know how the change furthers the mission of the company. It’s critical that your employees understand what’s driving the change, and why they should get behind it.
Are you ready to talk about why the change is important? As much as a company’s leadership would like everyone to just “get on board,” individuals must decide for themselves whether they are willing to do what it takes to be part of that future state.Ģ. For your company, the clearer you make the image, the easier it will be for each employee to picture how he or she can fit into the scene you’ve portrayed. For example, a person working on improving her health and fitness might visualize herself effortlessly running a 5K. Give a clear and compelling image of how the change will positively affect the future. Do you have an inspirational way of sharing what the future looks like? Here are some questions to guide you on your change journey:ġ. Rather than try to sell the change to employees, recognize that they need to determine the benefits for themselves. Before you implement a change initiative, articulate the reasons behind the change and as many of the specifics you know about what is changing. To reach his goal, he must believe the gains (improving his cholesterol, having more energy) ultimately beat the losses (less time spent sleeping in, restricted food choices). That’s a positive change, right? But he may also lose an extra hour of sleep in order to work out, and may have to eliminate or cut back on some of his favorite, but unhealthy, foods. Think of a person who has adopted a healthier lifestyle. And even when the change is positive, and self-initiated, it still comes with both losses and gains. Then, take the time to learn some basic tools that help leaders manage change.Ĭhange threatens our security, and forces us to step out of our comfort zones. Want to avoid having an Undercover Boss moment in your company? First, it helps to understand how human beings are likely to respond to something new. In fact, the change has the OPPOSITE effect of what it was intended to do. The change doesn’t help employees serve customers better, or it makes their jobs even harder. Frequently, they find out that a change they championed - a new system or policy - is a dud.
QUESTIONS TO ASK LEADERS ABOUT CHANGE TV
Just ask any of the high-profile company executives profiled on the TV series, Undercover Boss. Leadership and management 0 Comments Ask these 6 critical questions before implementing company change
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