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Five ways to engage employees in change

5/1/2014

When organizations undergo change initiatives, leaders tend to focus on laying out the procedural steps they must take, but they often ignore the human component of change.



Whether your organization is embarking on a merger or acquisition, adjusting its operations or marketing new services, the course shift will require employees to think, act and behave differently to align to the new direction. It’s important to remember that employees are only human. It’s only natural for them to feel frustrated and to demonstrate some level of resistance. A good leader can effectively address employees’ concerns by giving them a degree of control over the change.



To guide your team through a successful transformation, consider these actions:



•    Start with a vision.



Prioritize setting this vision ahead of all other tasks. Your team members must remain focused on and aligned with this vision.



•    Develop a strategy.



Engage your team members about how to get there. Stakeholders need to understand their roles in implementing a strategy that will fulfill the vision.



•    Be a champion of change.



Employees need to know that their leader is personally committed to the success of the change.



•    Communicate early and often.



Middle and front-line leaders are the primary communicators to employees. Communication from them should be frequent and consistent. Everyone affected by the change needs to know what it entails, why and how it is happening, and what’s in it for them.



•    Get in front of problems.



Keep in mind that what you think is a small issue may be a large concern for the person affected.



Organizational change is a complex process that requires time, patience and dedication. If you lead and engage employees through the change, you are more likely to achieve sustainable success.



Rachel Bangasser holds a doctorate in organization development.



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