Think of today’s rapidly-shifting business landscape and the words of Greek philosopher Heraclitus spring to mind: ‘Change is the only constant.’
Change is an inevitable part of business and is key to remaining competitive. The trouble is, humans have an innate tendency to resist it, and sometimes even fear it. So, guiding an entire team through a period of momentous change is no mean feat.
The next time you find yourself faced with a huge change in your company, here are four ways to manage it successfully:
1. Devise a Plan
The 5 Ps: proper planning prevents poor performance. Having a robust plan in place will better your chances of seamlessly negotiating any transformation within your company. This plan should cover:
- Summary of the change
- Reasons for the change – the end goal
- The timeframe for implementation
- Key persons/contacts involved in the change
- Things that need to be changed/updated
- A communication plan
- Possible roadblocks for change and solution
2. Involve Everyone
Leaving your team in the lurch will only breed resistance to the change. Being transparent with all employees and involving them in implementing the change will increase your chances of success. Strategically decide the change required ('the What') and involve your people in developing the 'How'. This way, everyone becomes part of the change and can help create ideas and drive the change. Explain how each of your people can apply their skills and talents to help the company transition and excel. Set out responsibilities and hold regular catch-up meetings to update your team on progress – these will provide great opportunities to gauge morale, answer queries and settle concerns.
3. Explain a Better Future
Those who resist the change are likely to do so because they don’t fully understand the reasons for it. Perhaps the change requires them to adopt new ways of working or to utilise new tools, when they are happy with the ways things are and can’t see why change is needed.
For the so-called ‘resistors,’ your change plan may demand a softer approach; introduce the change gradually, regularly touch base and offer support throughout. In any case, as a leader, you need to explain to your employees where you envision the company to be in 12-18 months, why and how change plays a pivotal part in that journey. If you can encourage your team to subscribe to your vision for the company, you will help them to feel optimistic about the change and thus, it will be much easier to implement.
4. Celebrate Great Work
It’s easy to get tied up in implementing the change and attempting to convert the ‘resistors,’ that you forget about those employees who are advocating the transition – and doing a great job of it. So, set some time aside to thank employees for their hard work, both individually and as a group, letting them know that you simply couldn’t do it without them.
Also, employees are far more likely to embrace change if they consider you to be a great leader. Get to know them personally, invest in their wellbeing and provide them with ample opportunities to grow and develop. If they are guided by a great leader, they will trust that any decision you make is the right one. Even if they are unsure of the change, they will be willing to get on board as they know that the change will benefit you, them and the company in the long run.
If you want to find out more about what it takes to be an inspiring leader, download our latest eBook Guide to Effective Leadership.
