Thank you for listening to The Champion Forum Podcast with Jeff Hancher! Change can be hard, but for businesses, it is necessary. So, how do you keep your employees engaged when navigating a major change? Today on the Champion Forum podcast, we discuss the proper steps a leader must take when embarking on organizational change.
Sometimes, you simply cannot make everyone happy, and you will need to play the ball where it lies. However, our responsibility as leaders is to create the most favorable outcomes. If you fail to manage change correctly from the beginning, you will have to spend valuable time and resources doing damage control. Of course, the best way to manage change is to create a great strategy.
How to Announce Organizational Change
Handle Objections Ahead of Time.
Once organizational change is discussed at the leadership level, begin taking the temperature in one-on-one meetings with your team. The one-on-one environment creates intimacy and allows for feedback. In these discussions, present the thought. Do not deliver a policy. Even if you can’t get everyone fully on board, you are at least giving them a heads-up that change is coming and giving them a chance to give feedback and be heard.
Choose the Best Communication Strategy
When possible, hold an in-person meeting. Email and text messaging cannot capture the tone or intent of your change. If necessary, a virtual call can be used, but aim for an in-person meeting.
Craft your Presentation
Introduction:
Start with a positive tone and acknowledge their hard work and adaptability.
Explain the Policy:
Clearly state the new policy and its specifics.
Explain the Rationale Behind the Policy:
Explain why the policy is being implemented and its benefits.
Impact and Opportunities:
Discuss how this policy affects them and highlight any benefits or opportunities. This is a great time to show empathy and acknowledge the elephant in the room.
Open for Questions:
Invite questions and offer to clarify any concerns. Prepare for anticipated questions ahead of time. If you don’t have an answer, that’s okay!
Reinforce Positivity:
Revisit the benefits and desired outcomes behind this change. Give statistics or examples to help people see that the plan will benefit them.
Q: What was the last major change your company made? Did they follow these three steps? If not, what step did they skip? What do you think they could have done differently? What impact would that change have made?
Other Opportunities To Create Engagement
Highlight Success Stories:
Share examples of teams or companies that have benefited from similar policies. Hearing real-life stories of employees or companies that have made the same change will help people feel more optimistic and open.
Offer Training and Support:
Provide resources to help them adjust to the new policy. Ensure everyone has the training and resources necessary to implement the change successfully.
Create a Feedback Loop:
Encourage ongoing dialogue and feedback. This strategy works even better if you can start the feedback loop before you make the change, and it is even better if feedback is a regular part of your company culture.
Show Transparency in Decision-Making:
Explain the decision-making process and criteria. If you read a study, took a survey, or utilized a consultant, be transparent about your methods and how you arrived at your conclusion.
Regular Check-Ins:
Schedule regular meetings to review progress and address concerns.
Q: Do you like change? Why or why not? What helps you adjust to change? Describe a time when you had to adjust to a change you didn’t like. How did your boss help you adjust? What was your response?
Application Activities:
Evaluate your use of communication avenues. How often are you communicating with your team in person? Over Zoom? Email? Text? What kind of information are you communicating in each area? Have you ever utilized the wrong method of communication? What were the results? Take some time to evaluate the same questions for your team. Set some standards about when each method of communication is appropriate to help ensure critical conversations are communicated effectively.
How transparent is your organization? If you’re not sure, take some time to reflect. Ask your employees about a recent company decision and see how much they know about it, why it was implemented, and how the company arrived at its conclusion. If you see a discrepancy between what you know and what they know, your company may not be as transparent as it could be. Of course, not all information should be shared with everyone, but a reasonable amount of transparency is crucial to creating a culture of trust and collaboration. The next time you make a change, make an effort to be fully transparent with your team from the beginning, even if you have to be honest about what feedback the company will or will not act on.
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