In business, change is inevitable. The business landscape is constantly evolving and how effectively you manage change can determine the success or failure of your firm.
Communication is Key
Any time there is a major change in a business, there will be a natural dip in productivity levels as people react and adapt to something new. Explain what is happening to your team members, keep them up to date and encourage them to ask questions. This will help them to feel involved in the changes.
Give people time to adapt. As a manager, by the time you have announced a change, you have probably had an opportunity to work through the details. Your employees will not have had this opportunity so it may take time for them to reach the same conclusion as you – that the change is a good thing and / or is necessary.
Deal with Negativity
Your chances of getting everything 100% right are pretty slim. Be prepared for some people to react negatively to change and allow time for people to process the information. If you notice that some people have adopted a negative stance, chat with them with a view to addressing any problems. Ask for their view in terms of getting the changes over the line. They might be willing to share a few suggestions and this may encourage them to engage in the change project in a positive way.
Don’t try and Change the Culture of the Business
Rather than trying to change the culture of your firm, you can draw energy from it. You and your management team can leverage the way your people think and work in order to provide a boost to your change initiative. To do this, look for the elements of your firm’s culture that are aligned to the change, bring them to the foreground, and attract the attention of the people who will be affected by the change.