How You Socialize Change Determines Its Success

Scroll down to read more!

How You Socialize Change Determines Its Success

Scroll down to read more!

Table of Contents

Change is a ubiquitous occurrence that isn’t always welcomed. The common question is: why do we need to change? The assumption here is that everything worked just fine before. Often times, we see the employee body as entitled and disgruntled when they are resistant to change.

We privately think “suck it up” you are lucky you still have a job. I’m not so sure this is the right attitude. True enough, you cannot expect to have complete concurrence for every decision you make. Sometimes you just have to make a decision and pick up the pieces after.

However, what if we owe our employees something more during the change management process? Perhaps, they feel ostracized or distant from the process. As leaders, isn’t our job to not only manage the change, but to properly socialize it?

Here is the point where I believe we not only undermine the change management process, but we fail our employees. In order to have any measure of success in changing a process, policy or practice, you must consider its impact. Additionally,when the impact has been assessed-the overall change has to be communicated and socialized. When we take the attitude that our employees should accept change however rapid or difficult, we lose their attention, we lose their capacity to adapt and most importantly we lose their trust.

Where change is involved, the assumption is usually that management has made an intentional decision to disturb the peace. It is also assumed that the change is being implemented as a means to spite the employees. Call assumptions what you will, they are as good as any truth and employees believe them with all of their being. This is the sort of thing that we have to get ahead of. Assumptions about change hold less clout and we gain champions in our employees when they are part of the process.

How do you make your employees part of the process?

You make them part of the process by having a communication plan for the element that is changing. Use that plan to give them opportunities to not only see the change in a positive light, but to poke holes in it as well. Employees need to see it, feel it, touch it, and process it before it’s rolled out. Change without warning feels like an organizational ambush. It’s not only rude to blindside your employees with change, but it is certain that the actual change will be poorly adopted and unappreciated.

If adoption, acceptance, and successful implementation of the change are the goal, you would be wise to do the following:

  1. Have a thorough blueprint for how the plan will be executed.
  2. Communicate the change regularly and early in the change process.
  3. Give opportunities for your employees to better understand the impact of the change.
  4. If it is a systematic change, provide opportunities for groups to get a feel for the different way of doing things.
  5. Where possible, allow for suggestions and/or input- especially if the change impacts how work gets done.

 

How have you socialized change in your organization?

Did you like this post? Share it!

A Word From Our Sponsors

Ads help make Workology resources free for everyone. We respect your privacy. To see our Privacy Policy click here.

Recommended Posts

Places to visit while in Chicago for the #SHRM13

Top 10 Must Sees in Chicago During #SHRM24

Must Sees in Chicago at the 2024 SHRM Annual Conference We’ve taken the stress out of planning and done all the work for you....

5 Foods You Have to Eat During #SHRM24 in Chicago

5 Foods You Have to Eat During #SHRM24 in Chicago Check out our free Yoga for HR class and take a break from #shrm24...

Discover the Best of Chicago

Top 10 Things to do in Chicago

Check out our free Yoga for HR class and take a break from #shrm24 at www.yogaforhr.com. Top 10 Things to do in Chicago Chicago...

How HR Can Maintain Discipline and Ethics in the Workplace

Everyone deserves to feel safe at work, and companies are obliged to protect their workers and maintain discipline in the office. This includes putting...

Successful SHRM recertification

Your Path to Successful SHRM Recertification

Navigate your SHRM recertification journey with our guide. Uncover the process, benefits, and tips for successful career advancement in HR....
HR wellness retreat recruiting burnout stress reduction

How My Own Wellness Journey Led to Hosting an HR Wellness Retreat

Join us for Hretreat 2024, a wellness retreat for HR and TA professionals from October 10-13 in the beautiful hills of Austin, TX....

How to Migrate a Brick-and-Mortar Business Into the Digital Domain

Things are hardly “business as usual” when discussing the steps that budding enterprises are often forced to take if they wish to remain well...

Going Paperless: Transitioning to a PDF-Based Workflow for Enhanced Efficiency

Going Paperless: Transitioning to a PDF-Based Workflow for Enhanced Efficiency Every day, we juggle deadlines, manage information overload, and constantly seek ways to streamline...

Checkout Our Products

Ads help make Workology resources free for everyone. We respect your privacy. To see our Privacy Policy click here.

More From Workology

Discover the Best of Chicago

Top 10 Things to do in Chicago

Click on read more to open this post on our blog.

5 Things to Do In Chicago During #SHRM24

Click on read more to open this post on our blog.

Going Paperless: Transitioning to a PDF-Based Workflow for Enhanced Efficiency

Click on read more to open this post on our blog.

How to Migrate a Brick-and-Mortar Business Into the Digital Domain

Click on read more to open this post on our blog.