Supporting employees during times of major change

TheMonday .com published the below article about how to support your employees during times of change.

The article is extremely interesting and deep, however, the lessons to get from it are not only applicable during major times of change but in all times!!

At Xperts? and Net-Recrute France , we apply those techniques every single day and we try to continuously learn from them.

A few days before the 10th anniversary of Net-Recrute, I would like to thank all the team members for their devotion and profesionnalism that lead us to exponensial success year on year.

Guys, it is my honor to lead you and to serve you. You cannot imagine how lucky I am being with Fady Sayegh, PMP - ITIL Ghassan Nawfal Georges ABRIAL Rawan Nemer Jad Majdalany Carole El Ramy Khalil Nakhle Darine El Murr Romy Menhem Stephanie Khairallah Grace el Hajj Cynthia Khairallah Joey Malek Tracy Sayyah Rita Assaker Rana Abbass Stéphane Noet

"Supporting employees during times of major change

With Bari Gordon, VP of Human Resources at Ovation Travel Group (recently acquired by American Express Global Business Travel)

Any recent job switcher can attest to the fact that every organization operates differently. From company beliefs, values, and rewards programs to employee behaviors and workflows, each organization has its own culture and its own way of getting work done. And when leadership changes or separate companies merge into one, those systems inevitably change.

As businesses around the world have struggled to navigate pandemic-induced uncertainty and shifting consumer behavior, many have turned to new leaders or mergers and acquisitions in order to remain competitive and, for some, to stay afloat. The resulting company-wide changes tend to spurr employee concern and weariness about the future, which is why it’s so essential for managers to be prepared to navigate it all.

How can managers support employees during transitions?

We spoke with Bari Gordon, Vice President of Human Resources at Ovation Travel Group, which was acquired by American Express Global Business Travel in January of 2021, to get her take on how to best support your employees in the face of significant changes to company leadership and culture.

Acknowledge the loss

For many, big company changes can be extremely emotionally taxing. And it’s understandable. Give your team members the time and space to process the changes and mourn the loss of what was. Listen to their concerns, validate their feelings, and make it clear that you’re in this together. According to a recent Gallup study, when employees feel their employer truly cares about them, they are 69% less likely than other workers to search for a new job and 71% less likely to report experiencing burnout.

Don’t claim that nothing is going to change

When your team seems apprehensive about transitions, it’s natural to try and assure them that nothing is really going to change. However, this approach can be harmful because, in reality, things will be different. So, rather than mislead them and position change as something negative, just be honest. Make it clear that many elements of the business are going to shift, but that your core values will stay the same – including your commitment to each other and to the services you provide.

Clarify that different isn’t worse

As a manager, one of the most important things to remind your employees is that just because your company has done something one way, it doesn’t mean that it’s the right way or the only way to do it. Encourage your team members to be open to alternative ways of working, and to try and maintain a positive mindset. There’s usually a reason behind why things are done a certain way, so assure your team that you will all find your rhythm in time.

Emphasize new benefits

Whenever possible, highlight the benefits and perks of the change. In addition to pointing out the larger scale advantages like more efficient technology, greater service offerings, potential for career advancement, or other new unique benefits, it’s also helpful to note smaller changes like a better cafeteria or more efficient reimbursement process. Many employees are apprehensive about change, so it’s worth taking the time to spell out the good that comes with it – big and small.

Encourage your team to be present

Whether it’s adjusting to a new team structure or merging with an entirely new organization, it’s easy to get stuck in the past and define ourselves by where we came from. That’s why it’s so important to help your team members to be present and actively try and see themselves as part of the new team. For example, after a merger or acquisition, encourage your employees to avoid introducing themselves by their previous roles or companies, as that only perpetuates a divide and slows down the integration process. As a manager, it’s your job to set an example of this type of behavior and to be intentional about how you refer to yourself.

Check in on your team members

After a major transition, it’s essential to take the time to regularly check in on your team members. Try to schedule informal meetings that are not about status updates or project feedback, but rather to simply have an honest conversation about how your employee is doing. This will help make them feel seen and heard and will help you understand how to best support your team members during the transition."

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