When planning for significant change, it is important to solicit feedback and engage people in the process. This helps build ownership in the transition and make employees more likely to support the change and even champion it.
Executives and those responsible for leading change cannot assume that employees understand the reasoning behind them. Management must spend time explaining the changes and why they are essential. There are four key aspects to helping employees understand change and drive their commitment, that will ultimately contribute to success.
Inspire people by presenting a compelling vision for the future. By clearly articulating the meaning or purpose behind the change, employees will gain a better understanding of the business strategy.
Keep employees informed by providing regular communications. Change communications is never a one-and-done event; keeping employees informed is something that management will have to do throughout every step of the change process.
Empower leaders and managers to lead through change. Major changes or transformations often require asking employees to adopt specific behaviors or skillsets to be successful. When senior leaders model the behavior changes, transformations are five times more likely to be successful.
Find creative ways to involve employees in the change. When planning for significant change events, it is important to solicit feedback and engage people in the process. This helps build ownership in the change.
When leadership lets employees know they are committed to communicating openly and transparently, and articulates how the change will benefit employees, team members are more likely to commit. Read more...