• ABOUT US
  • OUR PROGRAM
  • NIA'S BLOG
  • Contact
  • One Thing to do Today
  • ABOUT US
  • OUR PROGRAM
  • NIA'S BLOG
  • Contact
  • One Thing to do Today









​Nia's Blog

Change Doesn't Have to be Difficult

5/10/2022

0 Comments

 
Change can be scary.

Even when it is relatively minor, and to the benefit of employees, there will be some resistance.
 
𝙎𝙤, 𝙖 𝙢𝙖𝙟𝙤𝙧 𝙨𝙝𝙞𝙛𝙩 𝙞𝙣 𝙝𝙤𝙬 𝙮𝙤𝙪 𝙙𝙤 𝙩𝙝𝙞𝙣𝙜𝙨, 𝙨𝙪𝙘𝙝 𝙖𝙨 𝙚𝙣𝙜𝙖𝙜𝙞𝙣𝙜 𝙚𝙢𝙥𝙡𝙤𝙮𝙚𝙚𝙨 𝙖𝙣𝙙 𝙘𝙝𝙖𝙣𝙜𝙞𝙣𝙜 𝙮𝙤𝙪𝙧 𝙘𝙪𝙡𝙩𝙪𝙧𝙚, 𝙬𝙞𝙡𝙡 𝙘𝙚𝙧𝙩𝙖𝙞𝙣𝙡𝙮 𝙘𝙧𝙚𝙖𝙩𝙚 𝙨𝙤𝙢𝙚 𝙪𝙣𝙧𝙚𝙨𝙩 𝙞𝙛 𝙣𝙤𝙩 𝙝𝙖𝙣𝙙𝙡𝙚𝙙 𝙘𝙤𝙧𝙧𝙚𝙘𝙩𝙡𝙮.
 
But it is definitely not impossible.
 
People will always first wonder how the change will impact them, and it’s important to remember that everyone deals with it at varying rates:

✅ Some will be excited and on board right away
✅ Others will resist and never embrace it
✅ The majority will be somewhere in between

The worst thing you can do is to simply announce a change as a done deal.
 
𝙁𝙤𝙧𝙜𝙚𝙩𝙩𝙞𝙣𝙜 𝙩𝙝𝙖𝙩 𝙩𝙝𝙤𝙨𝙚 𝙬𝙝𝙤 𝙝𝙖𝙫𝙚 𝙗𝙚𝙚𝙣 𝙞𝙣𝙫𝙤𝙡𝙫𝙚𝙙 𝙞𝙣 𝙩𝙝𝙚 𝙢𝙖𝙣𝙮 𝙙𝙞𝙨𝙘𝙪𝙨𝙨𝙞𝙤𝙣𝙨 𝙩𝙤 𝙩𝙝𝙖𝙩 𝙥𝙤𝙞𝙣𝙩, 𝙥𝙧𝙤𝙗𝙖𝙗𝙡𝙮 𝙣𝙤 𝙡𝙤𝙣𝙜𝙚𝙧 𝙧𝙚𝙢𝙚𝙢𝙗𝙚𝙧 𝙩𝙝𝙖𝙩 𝙩𝙝𝙚𝙮 𝙩𝙝𝙚𝙢𝙨𝙚𝙡𝙫𝙚𝙨 𝙝𝙖𝙙 𝙢𝙖𝙣𝙮 𝙦𝙪𝙚𝙨𝙩𝙞𝙤𝙣𝙨 𝙖𝙩 𝙩𝙝𝙚 𝙗𝙚𝙜𝙞𝙣𝙣𝙞𝙣𝙜.
 
And are now comfortable with the idea.
 
So, give everyone else that same chance to get used to the idea, and bring them along with you.
 
Handled correctly, even quite major change can be accepted by most people, if you keep some things in mind:

💠 Change is a process.
💠 It’s not something that is shared one day and done the next.
💠 It is critical to communicate early and often.

𝘽𝙚𝙘𝙖𝙪𝙨𝙚 𝙞𝙛 𝙮𝙤𝙪 𝙘𝙧𝙚𝙖𝙩𝙚 𝙖 𝙫𝙤𝙞𝙙, 𝙚𝙢𝙥𝙡𝙤𝙮𝙚𝙚𝙨 𝙬𝙞𝙡𝙡 𝙛𝙞𝙡𝙡 𝙞𝙩, 𝙤𝙛𝙩𝙚𝙣 𝙬𝙞𝙩𝙝 𝙢𝙞𝙨𝙞𝙣𝙛𝙤𝙧𝙢𝙖𝙩𝙞𝙤𝙣.

The communication should include the good from what is being left behind.

Do that before talking about the advantages of the new, and people will more readily accept the change.

Next, don't focus only on the rational reasons, i.e. the business case, a very common mistake.

Instead, also address the emotional and the political:
 
𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹:
🚩 How is this going to feel? / How much effort will be involved?
🚩 Are there new skills to be learned? / Is there something to lose?
 
𝗣𝗼𝗹𝗶𝘁𝗶𝗰𝗮𝗹:
🚩 What’s in it for me?
🚩 Is the change going to involve my role or responsibilities, power or influence?

Finally, involve and train your managers.

You want them to know what to say to their employees, who have questions.

In short, a systematic approach, involving up-front, on-going communication, including opportunities for employees to ask questions and express any concerns, plus trained managers will ensure a much greater chance of success.
0 Comments



Leave a Reply.

    Author

    Nia is passionate about engaging employees and cultivating compassionate cultures, a win-win for both employers and employees.

    Archives

    November 2024
    October 2024
    September 2024
    August 2024
    July 2024
    June 2024
    May 2024
    April 2024
    March 2024
    February 2024
    January 2024
    December 2023
    November 2023
    October 2023
    September 2023
    August 2023
    July 2023
    June 2023
    May 2023
    April 2023
    March 2023
    February 2023
    January 2023
    December 2022
    November 2022
    October 2022
    September 2022
    August 2022
    July 2022
    June 2022
    May 2022
    April 2022
    March 2022
    February 2022
    January 2022
    December 2021
    November 2021
    October 2021
    July 2021
    June 2021
    May 2021
    December 2020
    November 2020
    September 2020
    August 2020

    Categories

    All

    RSS Feed

Picture
​© 2025 SeaBright HR Inc.
doing business as:
​SeaBright Culture Solutions
Picture