Change is inevitable but is often difficult to introduce to staff in the workplace. Exactly what you say and how you say it can make a major impact on how change is handled in your company.

Employees often view any change with conflict, skepticism, negativity and disruption.

To avoid such negativity you need to convince your workers that change is needed and that the proposed change is the right change for them and the business. Discuss proposed changes with them in advance. Reassure them regarding the expected effects of the change and seek their support and co-operation in introducing it.

An instinctive response to change is “What’s in it for me? Your explanation should be convincing.

Employee resistance can be triggered by many fears. These can include fear of:

• Redundancy
• Loss of Security
• Disorganisation
• Loss of Status
• Ability to Cope
• Loss of Existing Relationships

General apathy or denial can also result in resistance to change.

Preparing appropriately for change

• Start by asking yourself what exactly is changing and why
• Identify the required outcome of the change
• Analyse and plan the change procedures
• Plan a communication strategy and identify what results you want from it
• Don’t confuse process — visioning, chartering change teams, planning, endless PowerPoint presentations — with communication.
• Discuss the change with those who will be involved.
• Gain acceptance of the proposed change.
• Check the step-by-step introduction of the change to ensure that it proceeds as planned.
• Follow up to ensure that what was intended has been achieved.

Importance of feedback

The most important requirement for continued change is a continued feedback and information system that lets people in the organisation know the system status in relation to the desired states.

Don’t let staff sabotage your plans

Gain staff co-operation and allay fears by:

• Highlighting the way they will gain, benefit or avoid loss
• Being prepared and having suitable responses ready in response to their uncertainties
• Displaying how the advantages of change outweigh the disadvantages
• Allowing staff opportunities to share concerns, ask questions (follow up with answers) and offer ideas
• Keeping them in the loop

10 Steps To Executing Change

1. Analyse the organisation and its need for change
2. Create a shared vision and common direction
3. Separate from the past
4. Create a sense of urgency
5. Support a strong leader role
6. Line up political sponsorship
7. Craft an implementation plan
8. Develop enabling structures
9. Communicate, involve people and be honest
10. Reinforce and institute change

Guest Author

Reprinted with permission of NSW Business Chamber. For more information about this article or NSW Business Chamber, its products, services and membership, please call 13 26 96 or visit the web site: www.nswbusinesschamber.com.au