Change management: 6 myths to deconstruct
If before, changes were not so frequent within your organization, today, businesses must constantly adapt and innovate to survive the current health and economic crisis.
Whether it's about digital transformation or adaptations in connection with the pandemic, now, change is almost part of the daily life of employees, even if that does not make it easier to accept.
Thus, for your employees to adhere to the changes implemented, it is essential to set up a change management. However, there are many myths and misconceptions about this essential discipline. To succeed in your change management process, you need to carefully avoid these six myths.
Myth 1: Employees will do what they are told
Maybe or maybe not. While it is possible that some employees will adopt the requested changes without problems, others could strongly oppose them, and the most virulent ones could even create an opposition movement or strike, which would greatly hinder the success of your transformation project.
To avoid this scenario, don't treat your employees like sheep who are only good at doing what they're told. Explain to them the reasons for the change and how you plan to implement it. Your employees need to understand how this will impact their daily function, missions and tasks, and how these changes will contribute to building a better future for them and for society.
Myth 2: The most important thing is to communicate your message well
As we said earlier, it is essential to communicate clearly about the reasons for a change. However, you should avoid one-way communication, i.e. only promote your project, its many benefits and the goals you have set for yourself, all while omitting to address obstacles and potential problems, and without worrying about the impact on your employees.
By doing so, you risk creating frustration among your employees who will end up opposing the change.
To engage your employees, prefer two-way communication. Present your project and then encourage them to share their concerns with you, ask questions, and share concerns, for example by creating a dedicated discussion group on the company's instant messaging system. By answering their questions and reassuring them, you greatly increase your chances of seeing them join your transformation project.
Myth #3: Change takes time
The year 2020 is proof that major changes are taking place urgently. While very few French companies offered remote working to their employees, the health crisis forced all major groups, SMEs, start-ups and administrations to urgently adopt this practice in order to preserve their activity while protecting the health of their employees.
Today, many companies have implemented remote working on a permanent basis. And this is even an asset to highlight when recruiting new candidates. Without Covid-19, we would have had to wait several more years before reaching this point.
As long as there is no emergency situation from which only change can get us out of, it is difficult to accept any evolution since “we have always done it this way”. The change will therefore be systematically postponed because it is not a necessity.
A threat, risk, or delicate situation acts as an awareness that forces one to accept the need for change, and change can then be implemented overnight.
Myth 4: You just have to do what everyone else does
While there are many methods for implementing change effectively, there is no single, reliable method that would work for everyone.
Each business is different and has its own particularities. To ensure the success of your transformation project, it is essential to adapt and personalize your change management according to the culture and situation of your company.
Myth 5: Just ignore those who oppose change
Experienced as a loss, the change changes the lives of employees who find themselves destabilized by the loss of their bearings. They then go through various emotions ranging from anger to fear to denial or sadness. Employees who oppose the change you are trying to implement are experiencing one of these emotions.
To get your transformation project accepted, you should not ignore those who are reluctant to change, on the contrary, as this could fuel their anger and increase their power.
Do not underestimate the influence of a small group of opponents of change because they could succeed in mobilizing more employees and hinder the success of your project. To appease them, you need to meet them, listen to their fears and concerns, and offer them concrete solutions to reassure and satisfy them. If you manage to turn these reluctant collaborators into supporters, your change project is a foregone conclusion.
Bonus : find out how to manage resistance to change.
Myth #6: Change is fast
As we have seen, to deal with a threat urgently, it is possible to quickly implement the necessary change. However, it will require adjustments and changes over time in order to be effective over time.
However, under normal circumstances, there are few changes that take effect immediately, including major organizational changes or changes in corporate culture and values. You need to set realistic goals and deadlines, and set up indicators to measure your progress. Stay on track and don't give up halfway, even if you're discouraged by the results.
To conclude
Today, businesses must constantly change and evolve to remain competitive, meet consumer needs, and meet market requirements. To succeed and manage change effectively, start by letting go of the myths and misconceptions of change management.
