NAVIGATING CHANGE: SUPPORTING YOUR EMPLOYEES THROUGH UNCERTAINTY
“Change is inevitable. Growth is optional”. – John C. Maxwell
Change happens. You can’t avoid it.
Well… you can if you don’t want to succeed.
Success is usually attributed to discipline. Sticking with something for an extended period to not only get better at it but to be patient and wait for results. But what about when Einstein said, “Insanity is doing the same thing over and over and expecting different results”?
Discipline is crucial for any business owner. You’re going to face exceedingly tough times. Whether that’s with refining your business approach, making sales, or keeping employees happy, you won’t be able to avoid it unless you quit.
But as Einstein said – if you’re trying the same thing over and over and expecting different results – you’re going to want to do just that. This is where innovation comes in.
Innovation isn’t just for those new, cool startups, they’re for well-established businesses that need to make a change to attract the right market, the right employees, and the right attention.
So whether it’s a drastic change like a rebrand, or it’s something more internal like a new system that’ll help you do work more efficiently and creatively… so be it.
But now you have to relay it to your employees. Instant panic.
Are they going to be frustrated? Maybe.
Are they going to feel out of their depth? That’s likely.
Is it going to disrupt their comfort? Probably.
But that doesn’t mean you don’t change, it just means you handle it better.
As a manager or business owner, it is your responsibility to lead your team through these transitions with clarity, positivity, and unwavering support.
In this blog, we will explore strategies to effectively support your employees through times of uncertainty and change.
COMMUNICATE THE CHANGE TO YOUR EMPLOYEES
People wouldn’t ramble on about communication if it has no value. It certainly does.
It’s Monday morning. Your Finance Administrator walks in, coffee in hand, ready to start the week as usual. They sit down and they’re met with an instant conversation about how the finance system has changed and they’ll need to spend the day figuring it out. Instant friction.
Immediately this Finance Administrator is going to feel completely disregarded, out of their depth, and quite frankly annoyed that no one gave them the heads up.
They’re going to then feel even more frustrated if their manager doesn’t check in to see how they’re coping with adjusting to the new system, whilst managing their daily tasks and projects.
What would’ve been the best way to go about this is, well, by doing the opposite. Give people the heads up that changes are in the works, and when that change is finalised, organise a meeting (it doesn’t have to be long) to run through it. Ask them questions about how they feel about it and reassure them that it’ll be a beneficial change, make things better in the long run and that they’re not expected to be used to it straight away.
Leaders have a way of keeping things drastically separate from their employees, and of course, you need to lead with caution because not everything needs to be discussed. But if these things pertain to an employee and how their day-to-day will be impacted, leaving them in the dark will only leave you with more problems because it’ll be far harder for them to cope.
Unexpected change happens though, and that’s a whole different ball game. But again, communicate. Say it wasn’t anticipated but you’re there to support them during this time of change.
Lots of magical things happen when an employee feels included. They feel valued, they’ll work harder, and they’ll be far more understanding and respectful of your role as a leader.
PROVIDE EMPLOYEES AN ANSWER AND A VISION FOR THE CHANGE
Change, regardless of how well communicated, can bring uncertainty. It’s completely normal for employees to feel worried or unsure about how the change will be beneficial.
This is where you need to provide clarity by giving the reasons behind the change, the goals and vision for the future, and the expected impact on employees.
Yep, communication again.
Paint a compelling picture of the desired outcome, whether that’s a smoother process, more visibility, or heightened sales, and explain how their roles fit into the bigger picture.
Make them feel valued. Give them a sense of purpose and direction, whilst instilling confidence and motivating them to embrace a change that will lead to success down the line.
OFFER NECESSARY TRAINING WHEN THERE ARE CHANGES
Remember that Finance Administrator? Another thing that will tempt them to start a job search on Indeed is if you don’t train them with that new system.
Change sometimes requires employees to develop new skills or adapt existing ones. Part of this is for them to take initiative, but part is for you to provide adequate training and resources to equip them for the challenges ahead.
Offer workshops, online courses, or mentorship programs to support their learning and growth.
You want your employees to feel empowered by knowledge because that will make the change feel beneficial and that there’s something in it for them.
This investment in their development will then not only benefit them but also contribute to the success of the change initiative. Win, win.
Lead by Example WHEN CHANGES OCCUR
As a manager or business owner, your attitude and behaviour set the tone for how employees perceive and respond to change.
Showing up to work with your head hanging low? Snapping back during meetings? Making constant comments about how things aren’t going as planned? Great idea! If you want your employees to do the same that is.
Demonstrate a growth mindset
Embrace change as an opportunity for growth and improvement
Show resilience, adaptability, and a willingness to learn
You’ll not only instil motivation, but you’ll also instil hope in your employees that this is only a hurdle to lead to something far better.
RECOGNISE SUCCESS WHEN EMPLOYEES NAVIGATE CHANGE
Had your HR department change and enhance policies to improve employee satisfaction and retention, whilst considering ethics and sustainability? Celebrate them.
As a boss, you’re going to feel a massive sense of relief when the relocation is complete, the new system is fully integrated, or the sales team has adapted to the new processes. But never forget that it wouldn’t have been possible without your employees working hard to make it happen.
And maybe the change was small… still, acknowledge your employees.
These celebrations don’t just boost morale but also remind your employees of their resilience and ability to adapt. They’ll be far more likely to see the business as their place of employment, but something that brings them great value and something that makes them feel like they’re a part of something great.
- Written by Oliver Howson
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