By Isabel Luke, Communications Consultant
Change is hard, and so much has changed in the past 18 months. What we all initially believed to be a temporary situation has now become our new normal for many, as companies decide which work form is best for the organization and which roles no longer need to be on site.
Whether your organization is staying virtual, going hybrid, trying to remember the best routes to the office in the morning, or restructuring processes and procedures, change is once again on the horizon. With so many changes, we need to stop and think about the impact to the people in your organization. People resist and fear change no matter the size or impact of the change. This fear and resistance keeps your organization from functioning at its best.
Recognize and Acknowledge
This fear is displayed in several adverse reactions to change like anxiety, anger, and a resistance to change. This resistance to change can be as simple as not showing up, an inability to meet performance expectations or it can be shown in active attempts to undermine change, even by encouraging resistance among the rest of the organization.
Any one of the above can impact employee engagement, motivation, your organization’s ability to establish a learning culture, and ultimately negatively affect your organization.
To help employees overcome the fear of change and get them invested in such change, you need to:
- Recognize the change and the potential impact to the organization
- Acknowledge concerns, fears, and points of resistance.
- Identify ways to motivate and support your organization through all phases of the change.
Motivate and Reinforce
A motivated mindset is what drives us and sustains our behavior toward a goal. Motivated individuals often have higher job satisfaction, heightened performance, and display a willingness to succeed, circumstance aside. You can motivate your team to embrace change by setting clear goals, engaging with them regularly, expressing the importance of the initiatives and their involvement, and making sure they have the time and resources needed to adjust to the changes being made.
By doing so, you reinforce why change is needed, give them a clear path to get there, show them that you support them and trust that they’ll be able to make the change. This transparency and trust reinforces their role and importance in the success of the organization, that they’re capable and that you are invested in the change as well. Every interaction is a chance to refresh their mindset and help them to realign with initiatives and feel excited for change.
Sustaining the Change
Change Management and supporting your organization does not have an end point, once the initiative has been implemented, you need to double your efforts to motivate, support, and encourage employees. Adjust as needed to accommodate employees throughout the process. Work on strengthening your relationships with employees to the best of your ability and foster collaboration within your team. But don’t lose sight of the end goal.
If you’re ready to motivate your organization to change and you’re not sure where to start, Evolve can:
- Help you identify what needs to change
- Give your organization the tools needed to succeed
- Walk you through the process from your and your employee’s perspective
Schedule a consultation today to start evolving tomorrow!