Even those who have gone for safety or lead auditor training still find it had to manage change when it occurs. However, when you are in a leadership role and other employees look up to you, you are expected to show correct behavior. Even if you are also affected by the change in a negative way, you still have to help your employees settle into the new rhythm. To help you, make use of the following tips.
Make it fun by telling a storyFor thousands of years stories have been used to get people to think deeply about certain situations. You can use storytelling to your advantage when you are managing change. People tend to give a keen ear when a story is being told. Your changes should be written on paper to clear things up. If you can master the art of storytelling, you could get employees to buy into your idea of the change by using a story that captivates them and keeps them spell bound. The idea is to use the story to show them how important the change is to the company and to them as an individual and how it can help to make work more effective.
Change should be introduced in small badgesWith this understanding that change can stress employees up, it is necessary to introduce change in small steps. Instead of making one big change that leaves everybody’s head spinning, make small changes that people are more likely to appreciate. When the intended change is small, it is easier to manage, easier to change and people find it easier to accommodate.
Get the employees involvedIf you seat in your high office and change things without getting your employees involved, you are bound to meet with a lot of resistance. While it may not be possible to involve everyone in the office, there are key employees that should be part of the change process. As a manager, you should be able to know who these employees are. If you involve them in good time, they will be able to help you get buy in from their colleagues.
When going through change management, it is very easy to go off track and implement the wrong changes. Therefore it is important to go about change carefully ensuring that only the expected changes with their resultant outcomes are involved.