What do you do if your employees feel undervalued during a culture change?

Active listening is a crucial skill for driving change effectively. When supported by a genuine intent to understand, assist, and mitigate resistance to change, it is highly valued by people. In my view, the challenge lies in manifesting this skill through actions. Otherwise, active listening may merely become a pleasant phrase or, even worse, a buzzword. Establishing channels for receiving feedback and suggestions is a solid foundation for enhancing performance and engagement within organizations. It is vital to invest time in listening to what people are saying. Some business leaders tend to overestimate their listening skills. When this occurs, it significantly diminishes people’s motivation to engage in meaningful dialogues with them.

Face-to-face approaches are crucial during culture changes as they convey active listening and build employee confidence. Engaging in direct, in-person conversations allows leaders to demonstrate their genuine interest in understanding employees' perspectives, concerns, and feedback. This personal interaction fosters trust, transparency, and empathy, creating a more supportive and inclusive culture. Additionally, face-to-face communication enables leaders to read nonverbal cues, respond in real-time, and address any misunderstandings promptly. By prioritizing face-to-face approaches, organizations signal their commitment to valuing and prioritizing employee voices, which is essential for successful cultural transformations.

It is highly important to encourage employees to share their thoughts, concerns, and suggestions about the culture change process. Be honest about the challenges and potential impact on individuals. Actively listen to their feedback and demonstrate that their opinions are valued. If some issues arise, be prepared to make adjustments to address concerns and enhance the overall experience for employees.

Active listening is indispensable in ensuring employees feel valued as it showcases a genuine interest and respect for their perspectives. By attentively tuning into their concerns, suggestions, and feedback, employers cultivate trust and collaboration, thereby boosting employee morale and engagement within the workplace.

Transparency is essential in showing people the respect about upcoming changes, and the plans to address change impacts. Include a Change Agent Network where there's an avenue for two way communication - a place to ask questions and raise concerns that can be addressed frequently.

In my opinion, Start With Why. Employees often feel undervalued when they don't understand the purpose of the change & its implications on their role. And yes while clear communication & transparency help in this case, leading them with an example & giving them clarity of vision would help tremendously.

In my previous company, I experienced firsthand the transformative power of a clear communication plan during times of culture change. When our organization embarked on a significant shift, I took the initiative to develop a comprehensive communication strategy. I ensured that the plan was transparent, highlighting the reasons behind the change, its expected impact, and how employees could contribute to its success. Through regular town hall meetings and team discussions, we kept everyone informed and engaged throughout the transition. We emphasized that the change was not about undervaluing employees or creating unnecessary issues but rather about evolving and aligning with market demands and customer expectations.

The acknowledgment of individual team members contributions is should never be overlooked. Not only does it validates their distinct skills, dedication, and efforts, but also helps to cultivates a positive workplace atmosphere.

I recall a few years back when our company underwent significant cultural changes, including the adoption of new technologies and work processes. Recognizing the importance of upskilling our employees internally, we implemented a comprehensive training program. The program was designed to equip our team with the necessary skills and knowledge to navigate the evolving landscape effectively. We emphasized that investing in their development was a priority and a testament to our commitment to their growth and success within the organization. The training initiative not only enhanced our team's capabilities but also instilled a sense of assurance and loyalty among employees. They felt valued and appreciated

Fostering inclusion is critical, during culture change: A first step is acknowledging that feeling undervalued is a natural response to change. Normalize these feelings through open conversations. Let employees know their voices are heard and their concerns are valued. People often feel undervalued when they don't understand the "why" behind a culture change. Be transparent about the reasons for the change. Involve them in shaping the future! Empowering employees fosters a sense of ownership over the new culture. Culture change is a journey, not a destination. Specific actions create a more empathetic and collaborative environment, where employees feel heard, respected, and excited to contribute to the organization's evolving identity.

Culture change can be a bumpy road, employees feel undervalued. Beyond collecting feedback, create feedback loops where employee input directly impacts the change process. Surveys, focus groups, or internal idea boards. Involving them in co-creation workshops, fosters a sense of ownership and changes that resonate with the team. Micromanagement can be a disaster. Empower employees, grant them autonomy over their work, within boundaries. Trust them to make decisions, solve problems, and experiment with new approaches. Instilling a sense of ownership and accountability, making them feel valued contributors. Empowering your employees during a culture change isn't just about making them feel good, it's about unlocking their full potential.

Engagement backed by clear and effective communication helps to re-assure employees feeling undervalued during a period of cultural change. It's crucial to address their concerns promptly and effectively. Create safe spaces where all feedback is welcomed. Listen, learn and adapt by giving team a role in shaping the new culture by involving them in decision-making processes. When employees understand how and why decisions are made in an engaged and trusted manner, they are more likely to feel valued and respected, even if they don't fully agree with every decision.

Recognising that they're undervalued is the starting point. Having to be told that's the situation makes it even more worrying.