So, you and senior management are looking to make changes – it may be a software change, significant staff changes or a business merger. No matter the size of the change, some staff may find it hard to adapt. Business Advisor, Ellie Doyle has some tips to make the transition easier.
See below the steps you can take to make the transition for your employees easier.
- Planning: Document what the change is and determine the benefits to employees
Take the time to develop a communication plan to announce the changes and map put who needs to know when and who they should hear it from. It’s important to have a clear message on what is changing and why – the first question on everyone’s mind will be “how does this affect me”, so make sure you’ve thought about the impact this change will have on employees, the benefits it can deliver and be sure you have an answer to ‘what’s in it for me?’
- Communication: Use a number of channels to tell your team
Make sure everyone in the building, and everyone who is affected by the change, is notified at the right time and doesn’t find out second hand. A verbal announcement is the most personable way to announce the changes, be it in a group meeting or one on one conversations, and is the best way to bring people on the journey. It’s important to follow up on that announcement via email or on staff forums, summarising the key points and messages, and seek feedback on the changes. Be available to answer questions and encourage staff members to discuss any concerns they may have – it helps to create a supportive and understanding environment.
- Observe: Monitor the change
Assess the changes consistently and regularly to ensure staff are happy, and if they’re not, find out why and what you can do to improve. Keep open lines of communication and encourage feedback. Consider anonymous staff surveys like Peakon.com for honest insight.
- Celebrate: Mark milestones of the change
All staff will be involved in some way in the changes, so celebrate the achievements with the team to keep them involved and engaged in the process. This could be a morning tea, a lunch and/or spontaneous recognition of team members.
- Review: Final debrief following the implementation of the changes
Discuss with the team what worked and what didn’t work, and whether they consider the change a success – both from a process and a results perspective. What could you do better next time?
For more business advice, contact us to speak with one of our experienced team members.