Change is the only constant thing in our life and companies that did not react adequately to the change had to say goodbye to the business market, for example Nokia, Kodak or Centralwings
How to respond to the need for change, how to communicate and carry it out to motivate employees and increase the efficiency of the team.
Key steps in change
The first step is to prepare a vision and change strategy along with determining what will change and what are the expected new behaviors. Management will have a key role and involvement in building change strategies will help to manage its effective implementation.
The second step is communication to the team prepared and carried out with a higher level, eg the Management Board, which shows the current status, the expected future status and the benefits of the change to employees and the company. Constructive, but transparent information about potential consequences if the change fails, is also very important. This is not about scaring employees, but making them realize that it is only thanks to their involvement that there is a good chance of success.
The third step is the individual support of employees during coping with change – shock, fear, frustration or negation of the need to change. These are natural reactions to change and the management team should be practically prepared how to deal with the emotions of employees. The team will work more effectively if we involve employees in the change implementation plan, for example by developing detailed solutions or participating in project groups. This is a very important element, because thanks to personal activity, the employees themselves will be persuaded to change and will inspire the rest of the team.
When we see the first successes we start to believe that indeed all the “confusion” makes sense and the celebration of even the smallest successes is the fifth very important step that will increase the motivation and effectiveness of the teams. Often in the company you forget about this basic activity, because no one complains about it and there are more challenges ahead of the teams. In fact, this is the best time to build success stories and successes, and this is the time of the employees’ greatest commitment and their effectiveness.
Unfortunately, this is not the end – let us keep our finger on the pulse and make sure that the expected behavior is visible in everyday work and whether it has become a natural zone of comfort.