Slight changes are expected and adjusted to easily, but when there is a considerable change such as a drastic change in a company’s policies or new managers being hired, the employees must be prepared for the change so that it does not disrupt work and relationships.
Preparing for Planned Changes
A company needs to be prepared for changes, both unpredictable and predictable. In cases where changes occur due to growth, or an event that was predictable such as routine promotion or demotion, employees can be prepared for the change.
The following steps can be taken to assist employees deal with change.
- Specifying dates for an activity that leads to change. For example, if a major overhauling of the management system is to be conducted, the employees must be informed about it well in advance so that they are mentally prepared for the change and are able to cope with it better.
- Providing the reason for the change. If employees do not know why a certain change is taking place, they will be less willing to adjust to it.
- Providing guidance to manage change. Giving tips to employees to cope with the changes in the workplace will help them handle it much more efficiently.
- Provide provision for feedback. It is essential to allow employees to voice their confusion and uncertainties so that they can be resolved in time.
Training in change management is vital for companies, especially if they are in a market that changes rapidly. If employees are better equipped to handle change, it will have an impact on processes and, therefore, productivity.
To help employees adapt to change better, companies need to have a clear strategy about how they are going to adjust to a change. Developing strategies for leading change projects will lead to the smooth functioning of processes while a change is taking place. Allowing employees, especially leaders and managers, to participate in the change management process will lead to their acceptance and willingness to make the process of change seamless.
Every employee affected by the change must be kept informed about how the change will affect them and the company. Employees need to have a complete understanding of when the change will happen, how it will affect them and the company, and what they can do to incorporate the change into the organisation.
Introducing New Employees
If the change has made a new employee join the organisation, be it a manager, a mentor or a receptionist, the person(s) must be introduced to the rest of the employees. A formal introduction will help the new employee feel welcome and will help older employees to know something about the new employee, which will help in establishing familiarity.
Employees onboarding training helps new employees to quickly adjust to the new environment, people and work. It increases job satisfaction and reduces conflicts.
Grievances Redressal System
Employees must have a way to let the management know the problems they are facing. The grievances redressal system must be unbiased, just and capable of taking tough steps to resolve a problem. As conflicts are expected during a change, the grievance redressal system will allow employees to feel protected. It will also send a message to all employees that misbehaviour will not be tolerated by the company.