Employees fear job loss during strategic shifts. How do you address their resistance effectively?

According to a McKinsey study, 70% of change initiatives fail due to employee resistance. And 95% of employees are unaware of or don't understand their company's strategy. The solution? CLARITY ???? The reluctance to change is a human imperative. We fear going into the dark and dealing with the unknown. Great leaders overcome this tendency with CLARITY. It illuminates the path and tears down walls of uncertainty. When people are clear, they are ready to change. The CHANGE Model: 1. C - Communicate the Vision 2. H - Highlight the Necessity 3. A - Address Individual Concerns 4. N - Navigate the Path Together 5. G - Generate Excitement for the Future 6. E - Ensure Continuous Communication I'll do an in-depth post on this soon. Stand by

I think, we're mixing 2 points here: fear and resistance. It's not necessary they are connected or caused by each other, therefore I'd analyze and handle them separately. Fear is a good thing. They say, being brave is acknowledging your fear and finding your way through it. So your role as a leader here would be to understand this emotion, create a safe space for your team-member to share and process it, and then to help capitalize on it. The scheme is valid for any strong emotion, to be honest. Resistance is something more instrumental. It can be caused by multiple reasons, from expectations or KPIs mismatch, to inability to act due to some objective causes, like a sense of skills. Find the root cause, communicate - and you'll succeed

Acknowledge Concerns: Recognize that job loss fears are valid and take time to understand the root of their anxieties. Empathetic Approach: Approach conversations with empathy, showing that you genuinely care about their well-being and future. Listen Actively: Encourage open dialogue where employees can express their concerns without judgment.

Transparency: Share information about the strategic shift early to prevent rumors and misinformation. Regular Updates: Keep employees informed throughout the process with regular, clear updates about what changes to expect. Open Channels: Establish open channels for employees to ask questions and get honest answers.

Training Programs: Offer training and upskilling opportunities to help employees transition into new roles or adapt to changes. Career Counseling: Provide access to career counseling services to help employees navigate potential transitions. Resource Access: Ensure employees have access to resources that can aid in their development and career progression.

Nothing can be done without strong support of your team. The very first step would be to define strong supporters who have all the needed abilities to succeed in a new reality. The second - make them think how exactly change implementation will make their professional life easier and more structured. Third - plan together and experiment while implementing improvement of their every day routine(IMPORTANT! Nothing is set in stone. Be ready to listen and to adapt). Remember - only team work makes the dream work :)