The key to implementing change

Most people are fearful of change particularly in a work environment. Having said this all businesses need to make changes if they are to survive in the long term.

The key to the successful implementation of change is clear, concise and timely communication.

This communication can be in written form, by way of a series of meetings and also by “one on ones” with each employee. Where possible, involvement of key staff in the change process is helpful. Group discussions with key employees will ensure the “buy in factor” is achieved. It is however important that the employer controls these sessions sensitively, recognising that employees normally fall into 3 main groups:

LEADERS
Embrace change
Lead from the front
Initiate ideas

PARTICIPANTS
Non judgmental
Constructive

VICTIMS
Obstructive
Negative
Prophets of doom
Whingers

Recognising which employees fall into each category will help the employer deal with any issues that arise. Make sure everyone understands why change is taking place; again this comes down to communication.

KEY POINTS

• Clear, concise communication of pending change.
• Identifying into which category your employees may fall and having a plan to deal with any outcomes.
• Involve employees in the change process where possible.
• Understand how a potential change to the work environment can have a significant impact on people’s job security and therefore their commitment to you, the employer.
• Be sensitive and available.