Tip #61: 4 Tips for Getting on the Change Bandwagon

April 29, 2009 3760 Comments2009-04-29+17%3A52%3A38Ben+Nash

Yesterday we wrote of the need for increasing the urgency for change in a change management scenario. Today we are going to talk about another step and provide tips for actually getting people on board with the change initative.

Though there may be need for change in many organizations, employees are sometimes reluctant to get on board with the change efforts and, as a result, the change process fails. Communicating the need for change to the key players is necessary to make it happen. Here are some tips for getting
employees on the change bandwagon:

Communicate the need for change to employees, but be sure to make it an open dialogue in which they may ask questions and have a chance to properly understand the organizational needs. Don’t send out a mass email to the workforce telling them what’s going to happen and when – by communicating this way there is a good chance employees will not understand and not embrace the change.

Keep the information flowing. Check back every now and again and make sure people are on -board with the change. Remember, employees are not clones and some individuals or groups may not fully understand right away.

Allow ample time for change to occur. Making major changes in the company are not like ripping off a band aid; often the faster change is made, the more confusing and troublesome it becomes.

Try to move key players from awareness of the need for change to become change advocates. Once the change plan has been communicated and the workforce has had the time to internalize and accept that the change is the correct course of action, change advocates should become the biggest cheerleaders for the change!