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Here are five steps to consider for changes within your business

There is so much going on now and we know changes are coming.  Here are five steps to help manage this effectively

Plan

Planning is everything, we appreciate time is short now but here are our tips on what you should consider when planning changes in your organisation:

Create a task force. Do not try to manage change alone. Put a task force in place to focus on potential issues that could affect your people. This will make for a much smoother transition and minimise the risk of a drop in employee numbers.

Work with your people to champion change. Make them part of the decision-making process and you will have a much smoother ride. If you can identify the reasons for resistance, you will know where to focus your efforts in order to address it. And your employees can help here.

Create a road map. Break change down into manageable steps. Ensure each one has a concrete goal. That way, you can anticipate roadblocks and help shape change to avoid perceived threats. Your team will be able to think more rationally, and help you solve any problems.

Put your company culture first.  Your employees may fear losing this, especially if you are reducing headcount and costs. Ensure you maintain this culture through change – it will pay dividends. Your people will feel valued and engaged in the process. Ensure your ‘people first’ values are maintained throughout.

Communicate and be transparent

Think about how you will communicate the upcoming changes. You will need to support and champion the planned changes not just through the launch, but right through the roll-out.

It is best to communicate change face-to-face, if you have that luxury, which may not be the case now. Give your staff the opportunity to ask questions.

There is a lot to be said for transparency, too. If you’re clear and honest about these changes along the way, your employees are much more likely to respect and have faith in you – there’s no question about it.

You may want to explain:

• Why change is necessary
• The time frame
• How they can help
• What to expect

Provide feedback mechanisms right from the start.

Provide training

Offer your employees training to build on their skills and prepare them to handle new tasks. Your employees will know you think they are worth investing in and will have the confidence to welcome and support change.

Prepare for the unexpected

You never know what hurdles you may encounter during your journey. This may lead you to taking a slightly different path to what you first planned.

Constant evaluation and reflection is fundamental here. Review the progress of your change management programme and decide the best next step forward.

That way, you can make the adjustments necessary to maintain momentum and ultimately drive results.

De-stress and reward

Your employees have likely gone through change in other companies before they joined yours. And further changes in the future are inevitable.

Are your employees showing signs of stress as a result of constant change?  Employee burnout and stress is a dangerous downward spiral to not only ill-health, but also to low retention and performance levels.

As soon as you see the signs, tackle it straight away. Reward your employees for helping make the changes your business needs. Celebrate and shout about milestone achievements. Ensure your teams know you recognise the valuable part they have played throughout the process. Flexible working might also help here.

In summary, make sure you provide time and opportunities for your staff to influence and make sense of planned changes. This way, your staff will view changes much more positively and are much more likely to be on board with your visions.

Remember: no change will be successful unless you take your whole workforce along with you on your journey. Get it right and you – and your people – will reap the great rewards to come.

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