Change management: how to support your employees?
It is well known that change is generally not well perceived. However, it is unavoidable. Acquiring new tools, reorganizing services, moving to new premises or even changing global strategy, to remain competitive in an increasingly competitive market, businesses must regularly evolve, innovate and transform. Because, if they rest on their laurels, they risk losing customers and seeing their turnover decrease.
If you want change to happen as smoothly as possible, it is essential to implement change management. Also called innovation management, change management involves taking into account the human dimension as well as resisting change. The objective is to allow the understanding and facilitate the acceptance by the employees concerned of the “new rules of the game” resulting from the change process, and thus to reduce the factors of rejection (source: lincoln).
Why implement change management?
Change is not necessary and does not happen overnight. We don't say to our employees: “Now it's like that, and that's it! ”, without worrying about the repercussions. This way of doing things will definitely earn you the rejection of your collaborators and the failure of the new project.
Change cannot be improvised. It is a delicate mission that often elicits negative reactions. The objective of change management is to convince your employees of the merits of change because they are the main actors. If they don't adhere to it, failure is guaranteed. Hence the need to help your employees adapt by supporting them throughout the change process.
Change management allows you to anticipate resistance and ensure that change takes place in the best possible conditions.
5 tips to support your employees in the face of change
Support your employees by following these 5 tips in order to facilitate the transition and ensure a smooth change.
Explain change
Decrease in turnover, budget reduction, loss of efficiency, tools that have become obsolete, etc., there are many reasons that explain the implementation of a change within a company. While this decision generally comes from management, it is essential that it be clearly explained to employees so that they can accept it more easily. Indeed, if employees tend to oppose change, it is often because they do not know the reasons for it.
Take time with your collaborators to explain to them the origin of the project, the reason and the objective set. Also detail what impact (s) and what changes this new project will have on the functioning of the company, but also on that of the team. It is essential to make sense of this change to allow your employees to understand, accept and adhere to it. So bet on the internal communication and focus on transparency. The lack of information is conducive to rumours that can quickly create a climate of rejection.
To listen
Now, it's your employees' turn to express themselves and it's up to you to listen to them. They necessarily have doubts and fears about the evolution of their position, the maintenance or not of certain advantages, or even about their future in the company. Meet with them individually or in groups, and listen carefully to understand their concerns and discontent. Reassure them by offering them adapted solutions.
If your employees feel understood, they will start to take ownership of the new project, to perceive the benefits and they will end up accepting it.
Involve your employees
The best way to get your employees involved in a new project is to involve them in its implementation. Since they are going to be directly impacted by the changes, it seems wise to ask for their opinion and encourage them to come up with ideas to ensure that everything goes smoothly. Remember that your employees can decide the success or failure of change.
Involving employees from the start of the project and taking their opinion into account is an excellent lever for adherence. They will appreciate not being left out and being involved in the decisions that will shape their new work environment.
You can also involve employees who are in favor of the new project and appoint them as change ambassadors. They can thus help you convince the most reluctant employees.
Offer training
Generally, businesses evolve by investing in new software, by changing the way they produce or operate, or by transforming a workstation. All these innovations require your employees to adapt and acquire new skills. And often, they fear that they are not up to the task, which makes them oppose change.
Remedy this by offering them coaching and training. Coaching makes it possible to support employees individually in the change process using various techniques. As for training, they are essential for your employees to acquire the necessary theoretical and practical knowledge. Plus, it's a great way to boost their self-confidence and allow them to develop new skills.
Recognizing adaptation efforts
Experiencing significant change is not easy for everyone. To adapt, some members of your team have had to and still need to work. As a manager, it is essential to encourage your employees, and especially to recognize the work and efforts they have made. Do not hesitate to compliment and praise them on their positive attitude and newly acquired skills. A compliment like “Well done, I knew you could do it” will be much appreciated and very motivating.
To conclude
Change often elicits rejection and opposition. It is essential to implement change management to support your employees and thus ensure the success of transformations within the company.
