Leading change is a blessing in disguise. While it can seem like a difficult and consuming job, it can also be a great opportunity to make your mark and create something special. And it can help you to develop and grow the potential of the business and your role.

 

Gone are the days of leaders who enforce their views. Now, employees want to be involved and to share their views, to contribute to change. Here’s how you can lead change more successfully:

 

  1. Understand the changes inside out
  2. Give every employee a voice
  3. Judge the changes both formally and informally
  4. Consistently engage
  5. Use your head and your heart

 

Understand the changes inside out

Before implementing anything, get to know the facts and figures. Equip yourself with everything you can know about what may affect the workplace and employees that are involved. Your employees are likely to have many questions. Knowing how to respond to these gives people peace of mind and creates a stronger likelihood that they will embrace the change.

 

Give every employee a voice

Although you are leading the change, invite colleagues and team members to communicate what they would like you to consider. They are likely to have useful feedback that will help. It will create a strong bond between you and your people. It is also important to encourage them to be able to trust you, to create a belief in the change.

 

Judge the changes both formally and informally

It’s important to share the formalities. This may be a structured plan, or the degree of importance of the changes, or perhaps where there is room for development. Creating structure communicates a level of professionalism, so your people can appreciate, see and be interested in what’s happening. On the other hand, it is also vital to look at informalities, such as social stability and how to manage culture issues from changes in the workplace. Moving people into different positions can cause worries about being able to socialise with new employee circles. Showing empathy and consideration will really help employees see how invested you are in making the change as smooth as possible.

 

 

Consistently engage

Keeping a strong focus on the changes to be made is very important. Giving regular reminders about current and future changes will keep your employees engaged. Consistency is vital for creating and maintaining the desire for workplace change – whether it involves a large or small team.

 

Use your head and your heart

Thinking about changes in the workplace logically is important for structuring and developing plans. This does not cover the scope of effects on people in the workplace though. Successful change will depend on how people adapt to the change emotionally. Change is a highly emotive process, so leading with your heart is an essential part of the process to engage your employees. It also shows them you are passionate and care about the journey of your business and your staff. It will prove your dedication to the changes that will impact employees in the present and in the future.