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Your team members resist change due to feeling undervalued. How can you address their concerns effectively?

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Change is an inevitable part of any organization, but it often meets resistance. One common reason your team may push back against change is a feeling of being undervalued. When team members don't feel appreciated, they can become disengaged and resistant to new initiatives. To address this issue effectively, it's crucial to understand the root causes of their feelings and take deliberate steps to make them feel valued and involved in the change process.

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Caitlin K.

Implementation Supervisor at Paychex
Ingrid Medina

Executive Talent and Leadership Advisor | Transform talent into unstoppable growth | Ex-PepsiCo | Ex-GE | +20 years…

1 Acknowledge Feelings

When your team expresses resistance to change, the first step is to acknowledge their feelings. Listen actively to their concerns without judgment, showing empathy and understanding. This simple act can go a long way in making them feel heard and valued. It's important to recognize that emotions are a significant part of the workplace, and by validating your team's feelings, you create an environment where they can openly communicate their fears and frustrations about the change.

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Jaydeep Parmar

Reach out for Startup Mentorship & Funding| Angel Investor| Linkedin Top Voice| Wrote 100+ articles| Chief Manager- Strategic Initiatives at MCPI| Train The Trainer certified| Ex-Exide,HPCL,IOCL| IIM Calcutta,ICT Mumbai
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One of most neglectful step in change management process is to acknowledge the feeling of the team members. Adopt following 3-step formula to initiate the change management process execution. 1. Call and gather all team members for a formal or informal(preferably) session. 2. Make sure that you listen to the each concern and note it down. 3. Device a plan to address each concern with the new change management process.

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2 Open Dialogue

Creating an open dialogue is essential for addressing feelings of undervaluation during change. Invite your team members to share their thoughts and provide feedback on the proposed changes. This inclusive approach not only helps you gather valuable insights but also empowers your team by giving them a voice in the process. Make sure that these discussions are genuine and that you consider their input when making decisions, as this will build trust and demonstrate that their contributions are important.

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Caitlin K.

Implementation Supervisor at Paychex
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Over the last year, my organization has set up a global partner team to assist in our workload. A constant piece of feedback we heard was that upper management undervalued their work by trying to move it offshore, making them feel like their efforts went underappreciated. In this, we realized our messaging around the change was ineffective and that we needed to communicate better that the change was designed to move lower-tier work so that they didn't feel as pressured to complete higher-complexity work without adequate time. A crucial aspect of change management is to listen for ways to improve the overall change process and how the current change can be reworked to assuage fears or be improved.

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3 Clarify Purpose

To combat feelings of undervaluation, it's critical to clarify the purpose behind the change. Explain how the change aligns with the organization's goals and how each team member's role contributes to the bigger picture. When people understand the 'why' behind the change, they are more likely to see its value and their own place within it. This sense of purpose can reignite their motivation and reduce resistance.

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4 Provide Support

Change can be daunting, and feeling undervalued often stems from anxiety about the future. Provide your team with the support they need to navigate the change successfully. This could include training, resources, or even just a listening ear. Assure them that their skills are appreciated and that there is a plan in place to help them adapt. When team members feel supported, they are more likely to embrace change rather than resist it.

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5 Recognize Contributions

To address feelings of undervaluation, make a concerted effort to recognize individual contributions. Celebrate successes, no matter how small, and make sure to attribute achievements to the efforts of your team members. Recognition can be a powerful motivator and can transform the attitude of a team from resistant to enthusiastic about change. It reinforces that each person's work is valuable and that they are a crucial part of the organization's success.

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6 Encourage Growth

Finally, show your team that change can be an opportunity for personal and professional growth. Encourage them to develop new skills and take on new challenges that come with the change process. When team members see a path for advancement and improvement, they are more likely to view change positively and feel valued for their potential to contribute in new ways. This forward-looking approach can help shift their perspective from fear of the unknown to excitement about what lies ahead.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Ingrid Medina

Executive Talent and Leadership Advisor | Transform talent into unstoppable growth | Ex-PepsiCo | Ex-GE | +20 years Experience ??
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Hay que tener en cuenta las diferentes motivaciones del equipo , una comunicacion cercana con el objetivo claro de : Conocer el estado de sus emociones sobre que parte especifica del cambio. Puedes empezar la conversación con: “he notado un comportamiento de posponer esta parte del Proyecto, cuéntame por qué y como te puedo ayudar. Esta parte es importante porque demostrará que este equipo es experto en… “ ??

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Your team members resist change due to feeling undervalued. How can you address their concerns effectively?

1

2

3

4

5

6

7

1 Acknowledge Feelings

2 Open Dialogue

3 Clarify Purpose

4 Provide Support

5 Recognize Contributions

6 Encourage Growth

7 Here’s what else to consider

Change Management

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Your team members resist change due to feeling undervalued. How can you address their concerns effectively?

1

2

3

4

5

6

7

1 Acknowledge Feelings

2 Open Dialogue

3 Clarify Purpose

4 Provide Support

5 Recognize Contributions

6 Encourage Growth

7 Here’s what else to consider

Change Management

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感谢您的反馈

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