CHANGE MANAGEMENT AND RE-ONBOARDING

Many change management strategies fail because they focus on the organizational level only, but the actual change happens at the individual level. The massive changes that level up a company are the sum of all the individual team members’ efforts to uphold those changes.

When companies don’t manage internal cultural changes, results can be disastrous. Employees' sense of belonging and productivity can drop down and the best talents can leave the organization entirely.

We can define change management as the process of getting each employee to commit to what the company should look like in the future. It makes whatever change an organization is going through easier.

Change isn’t managed overnight.

When a change first takes place, most people’s initial reaction is denial and resistance. This is an important stage in the change curve because it gives people time to digest what’s happening at their own speed. And then, once they do, they can start dealing with it.

A re-onboarding program can support company in facing this challenge, bridging all employees toward a new way of living the organization itself.

What should a company do then? What’s reboarding?

Reboarding should happen for any employee who is involved in that corporate change. From a productivity standpoint, it helps employees reintegrate into the current workplace culture more smoothly. It helps them get up to speed faster. It offers them a level of psychological safety.

Ask your employees for advice. Understand what they need to face that change. Keep at the centre and offer them the chance to be agents of change.

Focus on your employees' emotional state. As well as a company can change, also an employee can do it. Anxiety and fear are common emotions during the initial phase of any change. Work on your employees’ emotional intelligence to turn uncertainties into courage and interest.

Acknowledge the redefinition of the roles and share this information with the employees involved. Make task ownership clear. Foster a culture of accountability.

Lead people step by step, focusing on their engagement first.

A company cannot successfully change without its employees’ commitment.

“Everyone knows that not all change is good or even necessary. But in a world that is constantly changing, it is to our advantage to learn how to adapt and enjoy something better.” - Ken Blanchard, Who Moved My Cheese?

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