Most employees are anxious about change. Why? Change brings uncertainty. What if I don’t like it? What if I’m not good at it? Will I be less secure in my job? And it’s rational for employees to doubt the need for change. Why don’t we just keep doing what we’re doing?
The antidote to this anxiety and doubt is a simple one: Regular, interactive communications.
1. Elaborate on the ‘Why’ of Change. Sure, it’s important they understand the ‘what’ and the ‘how.’ However, answering why is what makes change meaningful.
2. Put Their Concerns on the Table. Acknowledge that it’s human nature to be concerned about change. Elicit their concerns. Understand and empathize with them. Discuss them.
3. Offer Support. Using their concerns as a starting point, discuss how you might offer support. Get their reactions and input.
4. Exude Confidence and Commitment. Employees feel better about change when they see their leaders exhibiting strong, positive behaviors – and that doesn’t mean ‘selling’ change.
Employees aren’t apprehensive about change because they’re set in their ways. Often, they simply need information, reassurance and support.