Get Employees to Buy into Major Changes

Change is a healthy and necessary part of any company’s growth, but it can sometimes be met with a lot of resistance from the employees. People naturally resist change because of the uncertainty of where it will lead.

And from your team’s perspective, they may fear the impending changes will negatively affect their day-to-day experience at work.

Major changes within a business could include:

  • Merging with or acquiring another company
  • Changes in upper management
  • Changes in physical office location
  • Sudden changes in headcount
  • Changes in processes, operations, or duties

If not handled carefully, implementing these kinds of changes within a company can cause a significant hit to employee morale and a wave of resignations. Getting your employees to embrace change is not only crucial to the growth of your company, it is also what separates you from the competition in your industry.

Instead of preparing for negative pushback from your team, use the change as a way to strengthen employee engagement with these strategies:

Be Upfront and Transparent

Transparency and communication can increase employee retention by 30% so it is critical to keep your team’s trust intact preceding a major change.

Hold a group meeting and provide an upfront, high-level overview of the impending change. It should cover three points:   

What is changing: Tell the group plainly what the coming changes are. It’s important to avoid using any vague or misleading language.

Why the changes are taking place: Explain to your team why the changes are necessary and how it will help the business grow.

When and how the changes will happen: Provide a detailed timeline for your employees of when and how the changes are occurring so they know exactly what to expect.

Open up the floor to questions after your presentation and take your time responding to them. If you don’t have an answer for something right away, make sure you follow up with the answer afterward.

Use the Right Narrative

With the right pitch, change can actually inspire your employees. You need to present the change as something they can get excited about. Don’t just talk about how it will affect the business, but how it will positively affect them.

For example, if the changes involve a shift in employee responsibilities, pitch it to them as an opportunity to expand their skill set and grow as a professional.

It’s also important to help them connect how what they do contributes to the big picture and the company vision.

Invite Feedback

Inviting feedback demonstrates to your team that you value them. But one of your most powerful tools as a leader is actually listening to your team’s feedback. Yet, it’s not enough to speak to them as a group and then expect your employees to come to you with their thoughts. You need to create multiple opportunities for your employees to share their concerns and ideas.

After the company-wide meeting, schedule one-on-one meetings with each team member over the course of a few days or weeks, (depending on how large your team is). One-on-one meetings create an opportunity for your employees to share their thoughts with you without having to worry about what their colleagues think.

Some employees may still not feel comfortable being totally honest with you up front. It’s helpful to have a way for team members to share their thoughts anonymously. For example, a suggestion box kept in the break room is a great way for employees to convey their concerns without needing to confront you directly.