How You Can Help Your Team Adapt to Change
Posted: Tue Jan 07, 2025 9:13 am
Books say that in order to reduce resistance you need to explain to people that change is inevitable, but my insight is more like this: you need to prove to people that change is good, change is the norm.
If there are no changes in your life, then there is some kind of problem.
People must understand that continuous change and development makes a company flexible and resilient, eliminating the possibility of missing the point when it no longer fits the environment.
It is also important to enlist the support of ambassadors - people armenia telegram who have informal weight in the company and have enthusiastically accepted the changes. They will help to attract another category of employees - those who are hesitant.
Some people will be categorically against it - I think it is not worth trying to convince them - it is too energy-consuming with a small chance of success. It is better to accept that some employees will leave the company - in the end it is more effective than working with the remaining, but unmotivated people.
To reduce stress, it’s worth introducing a feedback system in your company if you don’t have one before – to create space for discussing difficult emotions and doubts. Regular general meetings, where people share experiences and report to each other rather than to management, also work well.
Our results
We have a more efficient and motivated team based on mutual trust. Employees note that trust arises when people feel that they are not under total control: if circumstances allow, you can work from anywhere - the main thing is that the work gets done.
If questions are asked, it is with the aim of understanding or helping, and not punishing for mistakes. Of course, there were people who began to abuse this trust, but they did not take root in the company and left themselves. Thanks to the transition to divisions, team cohesion has increased: if one of the project team members drops out due to a major project, others can pick him up.
If there are no changes in your life, then there is some kind of problem.
People must understand that continuous change and development makes a company flexible and resilient, eliminating the possibility of missing the point when it no longer fits the environment.
It is also important to enlist the support of ambassadors - people armenia telegram who have informal weight in the company and have enthusiastically accepted the changes. They will help to attract another category of employees - those who are hesitant.
Some people will be categorically against it - I think it is not worth trying to convince them - it is too energy-consuming with a small chance of success. It is better to accept that some employees will leave the company - in the end it is more effective than working with the remaining, but unmotivated people.
To reduce stress, it’s worth introducing a feedback system in your company if you don’t have one before – to create space for discussing difficult emotions and doubts. Regular general meetings, where people share experiences and report to each other rather than to management, also work well.
Our results
We have a more efficient and motivated team based on mutual trust. Employees note that trust arises when people feel that they are not under total control: if circumstances allow, you can work from anywhere - the main thing is that the work gets done.
If questions are asked, it is with the aim of understanding or helping, and not punishing for mistakes. Of course, there were people who began to abuse this trust, but they did not take root in the company and left themselves. Thanks to the transition to divisions, team cohesion has increased: if one of the project team members drops out due to a major project, others can pick him up.