When it comes to selling your idea to employees, does it feel like you’re trying to convince a reluctant caveman to embrace fire? You know the idea is good, you have the authority to put it into practice, but you’re not sure if people are buying into it.
This is a critical piece of real estate in an employee’s mind, when you’re trying to save time, money, or jobs. The idea alone isn’t enough. It has to be embraced and implemented. If the enthusiasm isn’t there, organizational change won’t occur.
Communication plays a major role in selling your idea to your team. This three step system can help:
Why Make the Change?
Sometime the new idea will involve some pain or discomfort for employees. Change can be difficult and people may feel nervous about doing things differently.
Make your case for why change is needed and how your idea will lead to the end of a negative situation and/or the start of a positive one.
For instance, moving a process from paper to paperless can save on the cost of paper, reduce storage needs, and make it easier to find things.
You’ve laid out the reasons why the change is a good idea. People may not love the change but it doesn’t seem like a random decision.
Selling Your Idea: Their Role
This is when you explain to the employee that their support of your idea is important and that it won’t succeed without them.
If you look through history, people will accept hardship if it’s for a worthy cause. I’m sure rationing during wartime was not easy but those affected felt like they were supporting a cause greater than their daily needs.
Closer to home, you may not like the idea of having to drive slow or even randomly stop in your neighborhood. But when you realize it’s for school zones and school buses, then the need to change behavior becomes obvious.
The individual can have tremendous power over a group effort. Make sure you have support.
Listen to Concerns
The bigger the change, the more time you may want to spend discussing it. Part of this process involves hearing concerns or potential problems.
Don’t think of this as an attack on your idea, shut down the discussion, and issue a my way or the highway verdict.
Hear the comments and consider whether they have merit or could lead to a positive adjustment to your idea.
It is possible that someone has a legitimate concern but the idea still has to go forward. It’s not the perfect option but the one that’s needed.
The important part is that you considered the reservations. People know they were heard. Maybe you agree to reconsider the change after a period of time.
The medicine that makes you feel better may go down with a bitter taste. But it’s a necessary cure.
