By Peter Lyle DeHaan, PhD
As I look back, I see how things have changed. I have changed, my family has changed, technologies have changed, my business has changed, and the industries I work in have changed.
In today’s business environment, a culture of change is essential for every organization. In my younger days, I would recommend change for the sheer fun of it. Now, older and wiser, I only advocate change when there is a real reason to do so.
For most people, change is difficult. Change takes something familiar and replaces it with something unknown. Each organization has people who are change-resistant. And each leader, manager, and supervisor knows exactly who these people are. With such folks, their aversion to change varies from unspoken trepidation to being overtly confrontational. Regardless of the manifestation, we need to be compassionate, realizing that these reactions are merely their way of responding to fear—fear of the unknown.
To establish a change-oriented culture in our organizations, the first step is to minimize employee fears of change. Generally, employees can accept change if 1) the change is incremental and small, 2) they have a degree of input or control over the change, and 3) the change is clearly understood.
The key is communication. Address change head-on. For every change, employees wonder how it will affect them:
- Could they lose their job?
- Might their hours be cut?
- Will they be asked to work harder than they already are?
- Will they be made to do something unpleasant or distasteful?
- What happens if they can’t learn the new skills?
These are all worries, worries about the unknown. As with most worries, the majority will never happen. But with a lack of reliable information and top-down assurances, these irrational worries take on a life all their own.
Successfully orchestrating change requires effective communication. Not once, but ongoing; not to key staff, but to all employees; not by one method, but by several: group meetings, written correspondence, and one-on-one discussions. A true and effective open-door policy helps, too. Also, it is critical that a positive attitude is set, in the beginning, from the top of the organization, which never waivers. Celebrate milestones, generously thank staff along the way, and provide reasonable rewards at the end.
Successfully taking these steps will send a strong signal to the staff. Even though the change may still concern them, they will be comforted knowing they have accurate information and the assurance that they are safe and will be protected. And for each successful change, the next one becomes easier to bring about.
We will know we have successfully created a change-friendly organization when our employees—all of them—get bored with the status quo and begin seeking change on their own. They will ask for more challenging work, seek to expand their job, and want to add new technology. At this point, the potential of our organizations becomes unlimited; the personal growth of our staff, unshackled; and the future, inviting. We don’t know what that future will entail, only that things will change for the better.
So, sit back and enjoy the ride, fully confident that the only constant changes.
Peter Lyle DeHaan, PhD, shares his lifetime of business experience and personal insights with others through his books and blogs to encourage, inspire, and occasionally entertain.