Change: Not a Four-Letter Word, so how to managing change in the workplace
Quite a busy week with an important review which we have been preparing for months for one of my key customers and an acquisition of a brand-new team and people who are going through one of the most significant changes in their lives whom I met in person.
There is no other perfect time to write on this topic while it is still fresh in my mind.
While change feels like the wings of progress, but in the workplace, it can also feel like a category-five hurricane – disruptive, unsettling, and leaving everyone grasping for inflatable rafts. But let’s not carried away! With the right tools and training, you can transform the workplace whirlwind into a gentle breeze, propelling your team towards new horizons.
When a change which isn’t positive to you or your team takes place in your organization, where you have been for so long, I am sure there will be sleepless nights about what is going to happen and sometimes a million questions arising why is this happening to you and why now?
How to Managing Change in the Workplace?
Understanding the Change Dance
First, let’s acknowledge the elephant: change is hard. PwC revealed that 74% of employees feel anxious about workplace change, and a whopping 59% resist it actively. Why? Because change disrupts routines, challenges comfort zones, and can feel like navigating uncharted territory.
Enter the Change Management Model
This isn’t a one-size-fits-all straitjacket, but a roadmap to guide you through the change jungle. Popular models like ADKAR (Awareness, Desire, Knowledge, Ability, and Reinforcement) help you understand your team’s emotional journey and provide support at each stage. Think of it as a series of stepping stones across the change river, ensuring everyone reaches the other side, not clinging to the bank in denial.
Training the Change Champions
Leaders, You’re not just bystanders in this – you’re the one who sets the tone. But before you crank up the tunes and start talking, make sure to invest in some leadership training on change management and know how to deal when people are going through a change, show some heart and feel them so you truly understand the change. A survey by the Association for Talent Development found that organizations that invest in leadership development experience a 24% increase in profitability. These programs equip you with the skills to communicate effectively, build trust, and guide your team through the emotional rollercoaster of change.
Try to Making Change Your Ally
So, how do you make change? Here are some practical tips:
- Get transparent: Share the why and how of the change openly and honestly. A study by McKinsey & Company showed that employees who understand the rationale behind change are 33% more likely to support it.
- Involve your team: Let them be part of the solution, not just passengers on the change train. Harvard Business Review found that projects with high levels of employee engagement have a 67% higher chance of success.
- Celebrate small wins: Change is a marathon, not a sprint. Recognize and reward progress, even if it’s just baby steps. SHRM found that employees who feel their successes are acknowledged are 56% more likely to stay with their company.
Remember, change isn’t the enemy. It’s the chance to evolve, adapt, and reach new heights. With the right model, training, and approach, you can transform your workplace from a whirlwind of resistance into a symphony of progress.
So, embrace the change, train your leaders, and watch your team moving towards a brighter future.
Additional Resources:
- PwC: https://www.pwc.com/
- ADKAR Model: https://www.prosci.com/blog/why-the-adkar-model-works
- Association for Talent Development: https://www.td.org/
- McKinsey & Company: https://www.mckinsey.com
- Harvard Business Review: https://hbr.org
- SHRM: https://www.shrm.org/
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