Change is stressful for many employers and their employees. It tends to show up in the form of disconnection, arguments and low productivity. To alleviate this, it's important to support your team through change. Team building during or after a change helps minimize conflict and increase resilience. How you support your team can make or break your company's success, here are important tips to support your team during the changing process.
Have regular talks with your staff about their concerns after change is announced and implemented. For example, have a weekly morning hook up routine by checking in with them about what is happening around the change and how they are coping with it.
Have a solution-focused attitude that motivates people to remain positive in the midst of change. You and your team will be able to handle any obstacles that come your way.
Treat people the way you want to be treated, with fairness and respect. Show this by talking openly with them and not showing special treatment to anyone. If you show them their opinion counts, they will know just how important they are to the company.
Identify skill gaps such as time management, task management or making clear agreements. Support your team with sufficient training for any required skill changes.
Ask for their help
Ask your team and peers to share in the decision-making process for your change plan. Set up a brainstorm session to figure out on how to work together to successfully steer the change.
Delegate work to involve staff, be careful not to micromanage them. Look for opportunities to engage them in implementing and evaluating future changes.
Observe what helps your team feel safe around change and adopt those safety measures into your change plan. Remember your team will only have your back once they know you have theirs.
Supporting your team through change must be a priority. It will help them endure the change successfully and develop into a high-performing resilient group. Stand your ground as a manager and have full confidence in yourself.
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