Change can cause discomfort for most of us, but individuals and organizations must comprehend that to implement change is necessary. Even more when things are not working as we expect. That’s because if we maintain doing things the way we are doing them now, then the result will remain the same. Thus, we will keep getting poor results. The idea of implementing change may make the employees uncomfortable. This will result in resistance towards these changes. It usually happens because change involves breaking up habits. Sometimes, it involves getting away from routines in their lives. You’re asking them to leave their comfort zone. Organizations must see that always doing things the same way will keep leading to the same results. Thus, change needs to happen at some point for a company to evolve. Not only does change need to happen, but we also need to manage it wisely. Now you might be wondering why people oppose to change, right? Well, it is usually because people are afraid of the unknown. When we don’t exactly know what is happening, we can start to feel insecure. We have written 7 tips to implement change more effective and make the process more bearable.  

1. Management must support the change

Management needs to show their support for the changes. This support needs to be present when communicating with employees. This will make employees believe more in the changes and feel more comfortable with them. If management are not sure about the change, the employees will feel it. In that case, it will be very hard to implement the change. The support of the employees completely depends on management. Thus, you need to have management supporting and believing 100% in the change.

2. The cause of the change

You should use data to identify the cause of the change. With this data, you will also be able to justify the change and the areas that will be affected. This data should come from different sources, so you can show the benefits from different perspectives when you pitch it to your employees.

3. Connection with the employees

As a company, you should involve the employees in the change process. No matter the size of the upcoming change, you need to communicate and explain it. You will have to explain these changes more in-depth if they will impact the way that your employees have to do their jobs. Changes can go anywhere from reducing costs to increasing customer satisfaction. The changes will be set by management or c-level, but it is a good idea to hear the employees’ opinions and recommendations. Remember that it is their everyday work, so they are going to be closest to the change. Thus, you need to make sure that they have understood the reason behind the change. They might also have important ideas for the new process.
The employees might face obstacles during the process of change. In that case management should help them overcome these obstacles. Make sure that you help them understand the change.

4. Communicate the change and align it to the business goals

When communicating you should create a structure and stick to it with determination. This way, you will avoid resistance to the change from the employees. Be open and honest about the changes, be proactive during the communication process and engage with the employees .
To be able to implement change, you need to give people enough knowledge about the change. Starting with what it will consist of and the reason why it needs to take place. This way you will be helping them to understand it. The more details you give them and the more fluent the communication is, the better. By helping the employees to understand, you make them less resistant to the change. If you align the change with the business goals, you show your employees the big picture. Then they will see how it affects the business. You will be giving them a bigger understanding of why the change is happening and why it has to be now.
 

5. Training

Your change might require new tasks that the employees have never performed before. If so, you need to provide them with training. Training will help them to get the right skills and knowledge to apply the change. Depending on what you need from your employees, you can schedule different classes. This could be some theoretical online lessons or some more practical face to face lessons depending on the need.

6. Change implementation

When the plan is ready, you will need to communicate it to your employees in a way they will understand. It is a good idea to develop a schedule for the implementation beforehand and follow it.
This way the changes will stay aligned with the end-goals, and it will be easier finish on time. A schedule also helps planning for the different tasks and buying new materials before they are needed. This way you can avoid confusion and irritation towards the people responsible for the change.
 

7. Measure the progress of the change

After implementing the change, you need to give it some time and see if it worked. Later on, you need to assess how the change has influenced the company. Check if it has had a positive influence and if it meets the expected results. If the change has not performed as you planned, you should go through the plan, and do another iteration on it. You need to make modifications to the change until you achieve the outcome that you expected. If the change has been made successfully, then you need to make sure that you congratulate your team for the effort. Celebrate that the change has benefited the company and your employees.
By following these steps, you put yourself in your employees’ position. Doing this, you will be implementing changes more effectively. This is why you should always include them when implementing change in your organization. You will also be getting another perspective of the change. This can give you another perspective and let you see and acknowledge mistakes. Thus, you will be able to prevent or fix them.
Do you find this article interesting and would you like to get more tips about goals and KPIs? Then you should subscribe to our newsletter to stay updated, as we have new articles every week.