Ensuring Employee Success in Adapting to Organizational Change as a Manager
We see an increasing trend across industries making “organizational changes.” Managers and decision-makers regularly look at reshuffling responsibilities or roles as the most effective way to maximize their employees’ skills. While these changes often lead to time and cost-saving benefits down the road, change can also confuse employees. This unease can decrease employees’ productivity in the immediate and short-term future, causing the employee to seek alternate employment.
By understanding how organizational change impacts individual employees, we can help limit employee dissatisfaction and ensure smoother transitions. If you are considering a significant shift at your organization, try utilizing some of the following best practices:
- Be clear and upfront. As a supervisor, you should frequently communicate any upcoming changes early to avoid rumors and speculation hovering around the water cooler. By being transparent about forthcoming changes and how they will impact individuals, you may prevent unnecessary tension and unease. However, if you fear your employee or employees may react negatively to the change, it is best to “rip off the band-aid” and be direct rather than providing a vague and brief overview of the changes.
- Outline opportunities for growth presented by the changes. With any change or shift, there come opportunities for individuals to develop new skills or even achieve a promotion. By highlighting these opportunities with individuals, you can bring the positive effects of the change to their minds.
- Meet 1 on 1 with those impacted by the change. Individuals react differently to changes. By describing upcoming changes to the individuals directly rather than in a group setting, your employees will more likely ask clarifying questions, limiting your risk of rumors and gossip floating throughout the office.
- Create a vision for the future. Explain why the changes are occurring, and how these will bring about positive impacts when presenting the changes to your employees. Once employees understand the rationale behind the decision, they are more likely to support your plan. Also, by communicating your vision for the future, the employee will focus more on the change’s positives rather than the negatives.
Significant organizational changes will always be a challenge, often causing unease among your employees. By following the steps above and understanding every employee’s unique needs, you can help your employees focus on the positives, the potentials, and the future direction of your organization.