Author’s Note: While much of the content ahead may not align with what many, including myself, would typically consider “progressive,” the insights and information shared here are rooted in experience and wisdom gained over generations. These principles have been handed down through our family businesses, shaping the foundation of what we know today. We hope this article may give some clarity and assist in managing change for those in any company, whether small or large. Note that managing change is not always black and white, and others may find different methods to be more effective depending on the industry.
What progressive steps should a manager take in attempting to align an employee with the company’s goals? What steps can a manager take to address an employee who is resistant to change and/or defensive? These are pressing questions a manager is bound to face at some point in their career. Here are some key areas to consider as you seek to create change in your work environment.
Company Change All Starts at the Top
Managers, supervisors, vice presidents, presidents, CEOs or anyone in a management position must first recognize that change is inevitable, whether your company has five employees or 5,000. If you question a process or procedure and hear, “That’s just how we’ve always done it,” take the opportunity to dig deeper. Understand why the decision was made initially and assess whether it still makes sense today. Change can stem from various factors, such as mergers, new ownership, updated policies to comply with laws or technology that improves efficiency. Recognizing that change can be sensitive, particularly for longtime employees who are accustomed to established routines, is critical.
Employee Communication Is Key
It’s often said that people fear the unknown more than the known — even if the known is negative. When employees feel uncertain and are left to guess about tasks or their standing within the company, it can harm both the organization and its culture. When a change occurs, the first step is to explain what’s happening and why. Always emphasize that the change is designed to benefit the company, which in turn benefits employees.
For example, introducing a more efficient method for human resources, such as an automated timekeeping software, should be framed as an effort to optimize deadline predictions, not as an attempt to micromanage. Accurate forecasts lead to better predictions for customers and create more growth opportunities, ultimately benefiting everyone in the company.
Back Up Change With Studies or Reasons
When communicating changes, it’s best to do so in writing or through an official document. Don’t just issue a memo without explaining why the change is necessary. Go further by presenting facts or research instead of relying solely on your opinion. While experience can be invaluable, it’s essential to consider the perspectives of your employees. If a change is made to benefit the company, clearly explain how that will happen. You don’t need to write an essay, but sharing your thought process and supporting facts will go a long way.
Follow Up & Involve Employees
When making any significant decision, particularly one involving change, it’s important to regularly check in with employees to gather feedback and see how the change is progressing. This fosters a sense of ownership and shows their input is valued. If employees successfully adapt and help improve the company’s bottom line, consider rewarding their contributions with a raise, if possible to do so. Change should not only benefit top-level management but should also actively support and recognize employees.
Walk the Walk
Be sure that with any change you are implementing, whether this is a procedure or policy change, you are following the same change yourself if it affects you. You must set an example for everyone else to follow.
Review Your Changes Periodically
Look at implemented changes in six months, a year or multiyear periods and ask yourself, “Did the change actually benefit the company?” Implement employee reviews for those who adapted successfully and provide feedback to those who may need to improve. If a change hasn’t yielded the expected benefits, analyze why and decide whether to continue with the new approach or revert to previous methods.
Dealing With Employees Resistant to Change
As mentioned, one of the hardest parts of any company transition or change can be convincing experienced employees to get on board. Before deciding on a change, it is valuable to consult employees for input. Their insights might reveal considerations you hadn’t thought of. If resistance remains, listen to their concerns. If you disagree, explain the benefits of the change and how it will ultimately support them. In challenging situations, consulting your HR team can help ensure the process is handled fairly and respectfully.
Document Changes
When implementing a change, create clear documentation or procedures to ensure there’s no confusion about the new approach. Employees may interpret changes differently, so documenting them with specific outlines and requiring signatures helps maintain clarity, transparency and accountability.
Check Your Ego
A great leader recognizes they don’t have all the answers and seeks input from those with expertise when needed. Avoid letting ego get in the way of making decisions that benefit the company and its employees.
