Blog

We know the majority of people hate change. As an employer, you may be reluctant to make changes to your team or company because of the employee negativity it often creates.

With more and more staff being laid off due to tough economic times, those left behind suffer from what could almost be called ‘survivor guilt’ and overwhelm because of the expectation of the same amount of work needing to be completed with fewer people.

To stay afloat, companies need to do what they need to do or risk closure. And the sooner you do it, the better. But as with everything, it’s how you manage the process.

You can have change and even major change and still have a fully productive, happy workforce. It’s all about the process, the roll-out, the engagement, and the communication.

People are different, they react differently to what they hear and some are slower than others. That’s not to say they’re against what’s happening they just need more time to process the information.

It’s one of the reasons I love the different services in my toolbag.  Coaching, training, e-learning but in relation to change you can’t beat my psychometric testing which shows very clearly how to deliver information to individuals to ensure they come on board with the change in the easiest and fastest possible time.

You may tend to stick with an old way of doing things because it’s working ok even if you know a new direction may be more efficient and practical.

As a Manager, you must become comfortable and very good at Change Management.  It’s a skill you will need for your whole career.  The bottom line – if you need to change, do it sooner rather than later and when you roll it out communicate, communicate. And when you think you’ve told your employees everything, communicate some more.

If you would like to discuss how I may assist your business, contact me on glenise.anderson@srgroup.net.au.