It’s often said that we’re living in a VUCA world: Volatile, Uncertain, Complex and Ambiguous. Sometimes it seems like change is the only constant and one major example of that is today’s workplace. Whether it’s a leadership transition or organizational upheaval, managers are expected to help their team members navigate any and all changes and make sure morale and productivity don’t take a hit. It can be a daunting task, to say the least.
People are creatures of habit and routine. Transitioning from the old way of doing things and dealing with new executive leadership or organizational change can be hard on a team. However, if managers are intentional and proactive, it can go a long way towards helping team members navigate through the uncertainty. Here are four essential tips to keep in mind:
- Share The Vision: Team members can better process change when they understand why it’s happening. This is an opportunity to explain the reasoning for the changes and workers’ roles in the transition process. It’s also a time to help workers understand the end goals and opportunities for growth moving forward.
- Communicate Frequently: When it comes to leadership or organizational change, there really is no such thing as too much communication. Team members are probably feeling stressed and vulnerable and communicating relevant information can go a long way towards easing fears and addressing concerns. Consistency is key: managers shouldn’t just have an initial meeting, talk about changes and think they’ve done their job. Continuous follow-up is crucial.
- Be Transparent: A senior leadership or organizational change can shake up team members’ sense of stability. That’s why it’s crucial to be transparent about the information you have. It’s also important to be honest and transparent about the information you don’t Straightforward transparency goes a long way towards building trust and also dispels the gossip and rumor mill.
- Involve Team Members in the Process: Managers need to ask themselves, “what do I need to do in order to get my team members on board and make sure they feel heard?” Listening to their concerns and involving them in the process is one of the best ways to accomplish this. Ask them for their ideas and really listen to their feedback. It can go a long way towards making the entire transition process a lot smoother.
All workers respond differently to change. The key is understanding how employees are reacting to the changes and tailor your response based on their needs. It can be a challenging task, but Leah M Joppy and Associates is ready to provide the support your department needs to move forward. Call us at 301-670-0051 or email us at email@example.com