Employees are often resistant to change.
It’s a fact of human nature despite the capacity for us to adapt relatively easy when we have to. We have the habitual mindset to blame for our negative outlook to change.
Yet there comes a time when every organisation has to make adjustments in order to keep in touch with consumer behaviour and new technologies that ‘upset’ the marketplace whether it be internal or external. Communicating change is one of the hardest challenges executives face.
There are several reason why employees are reluctant to embrace change. Any suggestion of change is often greeted with derision. ‘If it ain’t broke, why fix it mentality’. But with the right approach, executives can avoid negative feedback. By effectively communicating a strategic plan, it is possible to win the support and the faith of your staff.
A study by US firm, Gallup revealed only 13% of the global workforce is engaged and enthusiastic about their job. The first step towards change is to align employees with the ambition of the company by making them understand their roles and gardening a sense of importance. Communicating the where we are going and the why.
IBM, a major corporate player has had mammoth change challenges and see what they have to say:
Equipping staff with tools, knowledge and opportunities that encourages them to develop fills them with ambition and a feeling of being needed. Give people a vision of how they can further their career and they will voluntarily improve their talents and change their attitude towards the company ethos.
No one comes to work to do a bad job and everybody wants to have an impact in the workplace that makes a difference and regardless of their role, the overall success of a company hinges on your employees fulfilling their duty and working towards the ultimate goal.
When employees know what is expected of them and the company shows an intention to utilise their talents, employees adopt an ego-less attitude which enables them to shift their behaviour and thinking. An ego-less attitude is coachable.
Communicating the need for change is the biggest hurdle for executives to overcome. Leaders that do not feel they interact well with employees and find it difficult to effectively put their message across should consider learning simple methods of effective communication.
People are emotional creatures and are better equipped to understand change when they ‘feel’ the problem/opportunity. Providing you are able to offer an achievable solution and provoke optimism that objective will be met if everyone pulls together, employees will naturally adopt the team ethos and are more determined to succeed.
As technology develops business and lifestyles, organisation, leaders and employees recognise the need to make adaptations and alterations to the company business model. Ambitious leaders also recognise there is a critical need to build a working environment employees want to be a part of.
Statistics show that executive coaching programmes promote optimism, employee engagement, and creativity which has several benefits for companies including retaining their best employees and getting them to buy into change.
When your staff is on board with your ideas and all working towards the same goal, organisations operate more effectively and have a competitive edge.
Remember, that whether we like it or not our working and living environments are all changing. It’s how we adapt to that change that leads to our and our teams success within that ever changing environment.