Doing more with less has become a mantra for countless companies trying to cope with the recession. Consequently, new demands are being placed on employees. In order to survive, change is needed but numerous studies have found that people are having a tough time adjusting to the unexpected. As a result, employee stress is going up, productivity is going down, and employers find themselves having to pay the replacement costs for employee departures. Over time this will cut into your bottom line. You can’t prevent change but maybe you can handle its introduction a little better so your top performers will stay with your organization. Here are things to keep in mind the next time, you find yourself introducing potentially unpopular change to your team:
Think About Children
Adults and children both like to have routines that are predictable and stable. In young kids, sudden changes can lead to tantrums. While your employees maybe a bit more mature, don’t underestimate the emotional impact of something new and unexpected. New things are a lot less scary if you know that they are coming.
Do you want your team to be focused on the job or on frustration with a new problem that’s just entered the workplace? One option makes you money, the other takes away productivity.
Explain the Reason
Have you ever been told about a new process that seemed totally silly and didn’t make sense? But later you found out the policy actually was a good idea and a smart practice for the company. What made the difference? Simply finding out the reason for the change.
Frequently this doesn’t happen as a manager’s job is simply seen as stating the change but not explaining why it’s important. Or the leaders may assume that the rank and file will immediately make the connection between a challenge and a solution. If this assumption is wrong, you’re putting out the welcome mat for stress on the job.
Put It In Perspective
Why is it that so many leaders don’t share, “the big picture,” with staff? This is especially important if you’re discussing a change that will be perceived as negative. Most employees don’t know much about an organization beyond their own responsibilities. By giving them a global view of a challenge, you can make a preemptive strike against panic.
Ask Them For Help
Often managers will discuss a change in the workplace and it’s presented in a “take it or leave it” fashion. This creates an adversarial situation and a barrier between the leaders of the company and its employees. This is again an easy way to fuel gossip, fear, and nonproductive attitudes.
Instead, after explaining the change, ask staff if they will support the new policy. In doing this, you’re empowering them by making feel like partners in a process. Don’t underestimate the emotional power of shifting nervousness about adversity to asking people to pull together as a team.
Throughout our country’s history, people have made sacrifices toward a common goal. The same thing can happen on the job. Let your employees feel like they are invested in your organization’s future.
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Copyright 2009 Ken Okel
Ken Okel helps people and organizations get around the obstacles that are blocking the path to success.
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