Change is inevitable in any organization, but it can also be challenging and stressful for employees. How can you keep your team engaged and motivated during times of transition and uncertainty? Here are some tips to help you maintain employee engagement during change.
One of the most important factors for employee engagement during change is communication. Employees need to know what is happening, why it is happening, and how it will affect them and their work. Communicate the vision, goals, and benefits of the change, as well as the potential risks and challenges. Use multiple channels and formats, such as email, video, meetings, and feedback sessions. Be transparent, honest, and empathetic. Answer questions and address concerns promptly and respectfully.
I agree 100% with the statement communicate clearly and frequently. However, that communication must be transparent and as detailed as is possible, while keeping any confidentiality issues in mind. Employees know when they are being fed "fluff", they don't like it and they react adversely when it happens.
Something going wrong with business as usual scenario in any given organization will prompt a "change"- institutional. Therefore, adapting to change would be the success for any employee- This adaption would require "understanding, communication, upgrading skills" to match changed expectations........Business as usual would mean moving out in the changed institution.
Another way to maintain employee engagement during change is to involve employees in the change process. Employees who feel that they have a voice and a role in the change are more likely to support it and adapt to it. Solicit input and feedback from employees at different stages of the change. Encourage them to share their ideas, suggestions, and opinions. Recognize and reward their contributions and achievements. Create opportunities for collaboration and learning among employees.
This is something that I, as a leader have always found to be very important. Any big decision involving my team is always discussed together as a group and one on one with each team member. People are sometimes shy in a group setting, and won't express their ideas and opinions as much as they will in a one on one session. That is, if they trust you. One sure fire way to gain trust is to include them whenever possible.
Change can also create anxiety and frustration for employees, especially if they have to learn new skills, adopt new behaviors, or cope with new challenges. To maintain employee engagement during change, you need to provide support and resources for your employees. Offer training, coaching, mentoring, and guidance to help them develop the competencies and confidence they need for the change. Provide tools, systems, and processes to facilitate their work. Monitor their well-being and performance, and offer feedback and recognition. Address any issues or barriers that may hinder their success.
One thing I have found helpful is to do frequent check in's during times of change. Not just with my team, but with all of the managers and employees as well. Our internal customers need just as much reassurance as the HR team and they need to know that someone understands.
Change can also be a long and complex process, with many ups and downs. To maintain employee engagement during change, you need to celebrate milestones and successes along the way. Celebrating milestones and successes can help employees see the progress and impact of the change, as well as boost their morale and motivation. Acknowledge and appreciate the efforts and achievements of your employees, individually and collectively. Share stories and testimonials of how the change has improved the work or the outcomes. Organize events or activities to reward and recognize your employees.
Finally, to maintain employee engagement during change, you need to foster a positive and flexible culture in your organization. A positive and flexible culture can help employees cope with change and embrace new opportunities. Promote a culture of trust, respect, and collaboration among your employees. Encourage them to be open-minded, curious, and creative. Emphasize the values and purpose of your organization, and how the change aligns with them. Provide feedback and recognition to reinforce the desired behaviors and outcomes.