By Linda Olejniczak, courtesy of SBAM Approved Partner ASE

Pivot, convert, shift, adjust – however you say it, every organization will experience change at some point, and it affects everyone at the company.  It is not easy for leadership to keep employees engaged during periods of change.

Change is about moving forward, whereas change management is about supporting the individuals that are impacted by the transition in an organization.

People naturally resist anything that is different, new, or affects their job performance.  Some employees will be reluctant, and others will embrace the change. It is important to keep your employees engaged and on track to meet change head-on.  Part of your strategies should always include the following communication tips.

Be open, honest, and respectful.  Simple is always best.  The transition to change will be easier if everyone understands why changes are happening.

Information about change should start at the top and then cascade across the organization – always allowing for two-way feedback. If every level seems to be an active supporter of the changes the employees are more likely to be on board.

Employees want and need to know how this change will affect them.  Always share the good news as well as any bad news. And don’t forget to praise them along the way.

When change is planned, give employees a step-by-step plan and as many specifics as you can.  If change is unplanned and unpredictable as with the pandemic, share what you know, and how you will continue to monitor and communicate.

How do you know if your employees are engaged?  First, give them a chance to digest the information, allow feedback, and do regular check-ins. Anonymous engagement surveys are always an effective way to measure the pulse of the organization.

For a change initiative or project to be successful, it depends on employees actually accepting the change. Thus, change management is an essential tool in delivering the results and taking us from our current state to our future state.