Let us talk about the topic that out in the light today “Agility of Change Management” and how to handle it. We all know what the change and What are its significance, how the changes we make today are helping us achieve our vision for tomorrow, be it in our personal life or our professional one.
But now the question is how to handle it?
How to execute change among employees?
How to deal with employee’s reluctance & fear of changes?
Why it become detrimental for any organization trying to implement change?
So here I strongly believe that strategy matters a lot. The Strategy to Connect Effectively with your workforce!
Agility of Change Management
Whenever changes happen, this is very obvious that employees show a lot of reluctance to accept the consequence when they don’t understand why these changes are happening. This reluctance gradually converts into resistance and eventually, this becomes a leading factor for failure of change transformation. It’s a common issue in maximum organization, if anyone not adopting changes, are pushing back to the organization’s effort towards changes and making it less flexible. In a constantly changing world, the non-adaptive approach of any employee can be a killer problem.
However there is still a set of employees who are agile and curious to move quickly into a dynamic environment, and always eager to acquire new skills by carrying a positive attitude towards adopting changes. So the whole game is about mind-set, willingness, and attitude. An individual’s skill training, team’s agility and leadership also play a key role here. So we will see here how to weave them into an individual’s and organization’s life.
4Es Theory to Handle Change
Here I tried to design a simple theory of 4 Es – Explain, Effective communication, Empower and Engage & Inspire.
The Following Hacks can be helpful for an organization to mitigate such issues/resistance (while incorporating necessary changes) and to increase the agility to accept necessary changes.
1. Explain ‘Why’
Don’t just inform employees about changes, but explain to them the purpose of it. Here the first and foremost thing is to give a clear understanding to employees and the purpose of change taking place. Just intimating/informing employees about the change, won’t fulfill the purpose. It is very important to explain to them why the changes are happening and why it is so important. Changes can be related to anything like organization restructuring, Mergers or acquisitions, any regulatory change but lack of understanding about the objective of changes, can create constant unrest among the workforce and can convert into resistance.
2. Effective Communication
Continual information becomes a leading factor here to gain confidence of the workforce. It is very necessary to update the workforce on each step of the change process. However, three points are needed to be taken care of while communicating to employees and these are.
- The communication should be very clear and straight.
- It’s not necessary that you can answer all their queries, so be transparent and open to say no but to ensure them to update as soon as you come to know. Well hiding or giving wrong information can create unnecessary anxiety and uncertainty to them so it’s important to let employees know that you are committed to communicate everything transparently.
- Tell them the advantage of what’s there for them. If employees understand what’s in it for me, the organization gets less challenges and employee’s resistance.
3. Empower Leaders
It is very obvious when leaders model the changes, transformation becomes more successful. A leader can understand his / her team better in terms of how to inspire and feel confident among them by leading through change. Hence it is very important to empower leaders and managers to understand the fundamental of changes, to become an effective leader during the time of change, and to handle the roadblocks or resistance.
Know more about: How to Create a Solution Focused Work-Culture in an Organisation?
4. Engage & Inspire Employees
When planning and implementing any change, it is very important to engage and involve people in the process. This builds ownership among employees and makes them more supportive of the change. It’s always better to brainstorm creative ways to engage/involve employees during the change process to mitigate resistance and to get the desire result/transformation.
I am sure my above article would serve the purpose to understand the “Agility of change management” and similarly the 4Es theory would have been able to explain “How to Handle Change during the Work From Home Business Operations”. Thus, while approaching change in this era of remote working, one needs to be cognizant about the 4E Principle of Explain, Effective Communication, Empower and Engage as one of the most powerful ambassadors to lead your organization towards successful transformation.
Keep changing where necessary and keep transforming yourself!! Wishing you all the very best for a successful transformation. Thanks for reading my viewpoints; do share your valuable feedback and ideas to have a successful transformation journey.
The Inspirit Way
Change Management is now the must-have skill in every team player. Coping up with this extended reality of the pandemic has aided us to upskill. As remote work thought leaders. are you thriving as a distributed team or as a collaborative organization? It’s now time to not only accept but also strive towards a highly effective work environment.