If you’re running a small or medium-sized business there will inevitably come a time when you’ll have to adapt to some new circumstances. No matter how large or small a business operation you’re running, if you want to guide your team through change successfully, the easiest “metric” you can watch out for is your employee morale.
This transition could be anything – technological upgrades, operational restructuring, market shifts, or even mergers and acquisitions. There are many proven strategies you can adopt, but there is no one-size-fits-all solution.
We’ll outline some of the general approaches that we have personal experience with, or that worked for some of our partners. Keep in mind this topic is a bit subjective, and not everything may be applicable to every situation.
Communicate Clearly and Consistently
Most of us usually think that we’re always communicating clearly and there’s nothing to misunderstand. However, not all of us work and process information in the same way. This is especially true if you’re trying to guide your team through change and people are stressed out (and rightfully so).
Effective communication is not just something that will give you and your coworkers peace of mind. It can also increase productivity by 20 to 25%. Try to make sure that everyone’s updated and establish some feedback channels where your employees can voice their concerns and ask questions freely.
Pro tip: don’t overdo it. Micromanagement is usually not a good thing. Your role should be providing guidance and support, not holding everyone by the hand all the time.
Guide Your Team Through Change by Involving Them in the Process
Your coworkers and not just your employees, they’re your teammates. If they care about your company’s future, it’s more likely that you will come out on top, especially in times of uncertainty. Try to include your team members in decision making and planning. This will give them a sense of ownership, while also offering you some new insights.
We mentioned the trap of micromanagement briefly already, but try to delegate as much as possible. Empower your teammates to actively participate, and they will be more invested in the outcomes in the transition process. And of course, organizations with high employee engagement are 21% more profitable.
Set Clear Goals and Expectations for Your Team
If none of your employees know where you’re headed, it’s likely you won’t ever get there, it’s as simple as that. If your company is going through a difficult time it may be tempting to focus on the immediate problems, but you shouldn’t lose sight of the bigger picture (and neither should your teammates).
Your roadmap should be clear, concise and available. You can also establish milestones and timelines, and divide the plan into bite-sized, easily digestible chunks. Employees who get enough information to do their job well are 2.8 times more likely to be engaged.
Lead by Example
This is self-explanatory, but it’s easy to forget when facing adversity. Your behavior will set the tone for your entire team. Your employees are much more likely to stay motivated if they see you as a leader exhibiting attitudes that are expected of you.
This doesn’t mean that you should give up your life for your company, no matter how much your work or project means to you, but clearly showing a positive attitude, commitment and resilience will take your team a long way through change. Your role as a team leader is to inspire confidence and accountability.
Recognize and Reward Efforts
Everyone works better if they know their work is appreciated. This doesn’t have to be some grand gesture, but simply acknowledging contributions and achievements can reinforce positive attitudes and show your coworkers that their work is genuinely appreciated. We all love bonuses, but if this is not an option, you can offer more work flexibility, extra time off, or some other perks.
Even the simple public recognition can work wonders for your team’s engagement. But, a word of warning. Your praises need to be sincere and genuine. According to one survey, 88% of respondents say they have a positive work experience because their recognition program is tied to their organization’s core values, so keep that in mind.
Manage Resistance to Change
You can’t expect that everything will always go according to plan, and that everyone will like what you’re trying to achieve. Usually, resistance to change comes from the lack of understanding of the entire process, and its goals.
Make sure you’ve identified the root cause for resistance, and tackle it proactively, but emphatically. Your coworkers are not your enemies, and simply communicating openly can sometimes resolve the issue. If not, try to better educate your coworkers and show them clearly the benefits of what you’re trying to achieve.
Keep an eye on the progress and offer support when needed, as 70% of change programs fail to achieve their goals largely due to employee resistance and lack of management support.
Wrapping Up
We know that guiding your team through change can sometimes be quite challenging, and we tried to approach this topic as lightheartedly as possible. The key is to remember that you’re working with living, breathing people that have different goals and sensibilities.
Try to be proactive and emphatic. A warm and honest conversation can sometimes be all it takes to overcome a challenge or a misunderstanding. We hope you and your company will emerge on top, and that this short article helped you gain some perspective. Best of luck!