How to Encourage Change in the Workplace
Managing change in the workplace can be very difficult. Even positive change can have unexpected consequences, like increased absenteeism, low morale and poor productivity. Managers must take a proactive approach, keep lines of communication open and set an example for employees who may be confused and even a little angry.
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Instructions
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Encouraging Change in the Workplace
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Make sure the change addresses a specific problem. That will ensure employee buy-in.
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Inform your employees of change. Put out a memo and hold a meeting.
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Embrace change yourself. Set an example.
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Enthusiastically market change. Extol change through exciting write-ups in the company newsletter, on demo stands in the lunchroom, through "celebrity" endorsements by the CEO or popular senior executives and through training sessions, either hands on or by "e-learning."
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Resolve conflicts immediately. Explain reasons for change and how change relates to a particular employee's situation, if conflicts arise because of resistance to change.
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Encourage employee involvement. Ask for employee's comments on change, through e-mails to the president or direct sit-downs with department heads.
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Keep lines of communication between supervisors and employees open, even after change has been implemented. Encourage employees' continued involvement in the change process. Hold at least two "town meetings" a year to hear employees' comments on how change has worked, or have small breakfasts with the president. Conduct an employee survey.
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Continue with newsletters and memos. Employees will notice if management does not keep up with the change plan.
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Tips & Warnings
It's a good idea for management to stay on top of office gossip and dispel any myths of change that develop.
References
- Photo Credit Stuart Forster
