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Change in a workplace is often stressful and creates feelings of distrust. Rumors and myths will abound. Unchecked, they will grow like weeds. Managing change might be uncomfortable, but it can be trouble free. As a manager, you must be solid in your belief of the change. You must have a high trust level with employees. To successfully implement and manage change, you must take the time to speak personally with anyone who has a question or concern. Be honest in your discussion.
Understand that change is inevitable. Change should not be feared; it is a positive factor when treated accordingly.
Listen to coworkers and subordinates. Allowing them to be an active part of the change will help them adjust easier, as they will take an ownership in the process. Employees who are treated respectfully will generally retain a better sense of loyalty.
Plan the change appropriately. Give adequate notice, whenever possible, of the change so employees can adjust to the alteration. Hold meetings to discuss the details of the change.
Discuss the change without pride or anger. Clearly state the reasons for the change, and talk about its positive effects. Ensure the employees that their skills will be enhanced by the change.
Monitor how the change is affecting employees. If stress levels are increasing or productivity is slowing down, schedule a meeting and listen to the employees. Take action to replace the negativity and continue to assure employees of their value to the company.
Your business will benefit from change if it’s done appropriately. Believe in and embrace the change. Let the employees know that you are truly concerned about them and the company.
Don’t let pride affect your attitude. Don’t demean employees who have trouble adjusting to change.