“There is nothing permanent except change” – Heraclitus

With technology changing at such a rapid rate these days businesses are feeling the pain of constant change and updating to processes and systems on a regular basis.  While some obstacles and hurdles are inevitable during times of transformation helping all parties involved to get comfortable can ease the burden and help those resistant to change better handle daily responsibilities.  Change is always happening so why not get your business and your people ready to handle it with ease?

 Change Resistors

Every company has them – change resistors.  These people can range from the average employee who just takes awhile to warm up to new ideas to a team member who sabotages deadlines to avoid getting on board with a new process.  Helping change resistors to get more comfortable can improve efficiency and company culture so we thought we would share some strategies for dealing with “change resistors.”

How do I make change within my organization a low-stress process for my employees?

Being mindful when your business is experiencing change can go a long way with employees.

  1. Communicating with all team members the “WHY” behind the change is key. Often, when individuals understand the company’s vision and why this change is necessary to align business practices with this vision some of the stress is already eliminated.
  2. Don’t take their sense of value away. No one wants to worry their job will be eliminated once a new process is implemented.  Making sure employees know that they are an asset to the company during all phases of a project can go along way towards creating a change friendly environment at your business.
  3. Ask employees for help with a project or system implementation. Not only does asking for their opinion prove to them they are valuable to the company you also may find that they have valuable information and insights.
  4. Show empathy towards employees experiencing barriers and obstacles during the transition. Even the best plans have challenges and unexpected complications.  Acknowledging the difficulty of dealing with issues can help develop trust between team members and further stress the importance your people have to your organization.
  5. Communicate the implementation process and timeline so people are aware of expectations and the roles they play in the change. If people don’t get the message, communicate it again.  People receive information differently so consider all mediums for communication – email, signs, voice mail and meetings or whatever combination works best for your audience.
  6. Praise all involved whenever it is warranted and be generous with encouragement. As business owners and executives, we sometimes get consumed with strategy and forget to take the time to tell our team good job and thank you for a job well done.  Being grateful is simple and shows you are a true leader.

Change is coming whether our teams like or not.  Let’s make it a point to try and get them to like it or at least be comfortable with not liking it.

Follow us on YouTube and view our video on Change Resistors   —>   https://www.youtube.com/watch?v=-hc8RZomUdc