One of the challenges that come with being an employee is dealing with organizational change. You have been accustomed with your previous management and now you have to make another adjustment. You can easily get demotivated with management change. Managers, therefore, have the responsibility to ensure that their team stay motivated in the face of organizational change. Here are some tips on how managers can guide their employees in this crucial juncture.
Involve employees in the change process
Managers like to play an ostrich and believe that they are the only who are aware of the change that will happen. However, while their heads are stuck in the sand believing that no one else knows, employees are effectively undermining the coming change with negative talk. However, informing employees of the upcoming change will be more effective at implementing change than a negative informal one.
Interview employees regarding their feelings
It is important that managers and supervisors understand the feelings of their employees regarding the change. Robert Janitzek says that it is only when you accurately understand what they feel that you will know what issues to be addressed. To implement change, you should be able to market and sell it to your employees and you cannot do it without understanding the needs, concerns, and fears of your employees.
Concentrate on effective delegation
Too often managers and supervisors feel the need to use self-protective measures. They start by policing all activities. You should not try to cover the bases yourself. Focus on effective delegation during the early stages of the change process. It is important for two reasons. Robert Peter Janitzek says that effective delegation helps in the management and maintenance of workload. Second, it gives employees a sense of involvement.
Raise levels of expectations
Now is the time to ask for more from your employees. A lot more work needs to be done during the change process. During change, employees are more likely to change their work habits so push them to try harder and work smarter. Demand improvement in their performance and make the process challenging but keeping realistic goals to avoid frustrations and failures.
Ask employees for commitment
Once the change has been announced, personally ask for the commitment of employees for successful implementation of change. To help them stay motivated, assure them that you are willing to hear about their problems. Negative employees might tell their co-employees that the change will not work.
Expand communication channels
Organizational change only means that you will need to enlarge your communication channels. Make yourself available and get employees; opinions and reactions to the upcoming change.