Change can create uncertainty, instability, and stress for your team. To get people on board with a change, and to ease them through the transition, it's helpful to clearly articulate the meaning or purpose behind it. Start by crafting a narrative that explains the big picture: why the change is important and how it will positively affect the organization over the long term. Be consistent with this narrative; all of your communications should tie back to it, reiterating the case for change and presenting a compelling vision for the future. Sometimes you won't have all the answers about the situation, so be honest about what you know and candid about what you don't. Tell employees that you are committed to communicating openly and transparently, and will follow up as soon as you know more. And don't forget to articulate how the change will benefit them. If team members understand what's in it for them personally, they're more likely to commit.
Adapted from "Don't Just Tell Employees Organizational Changes Are Coming — Explain Why," by Morgan Galbraith
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