Few people like change. Change usually means upset, discomfort, insecurity. But when the change involves an entire organisation built up of people, and passions, clients and service, then change has a much bigger knock-on effect, that if handled and prepared for well, will see your business flourish, but if not – can signal ruin.

We share some of our top tips to getting your team ready for big change.


Stakeholder Trust

Just, for a moment, think about how you would deal with your board of directors, if you had one, or a team of investors. Think about how often you’d communicate and the way you’d involve them in critical business decisions and cultural challenges.  Now, take that same scenario, and turn your attention to your wider employment team, for a second. Think about how (or even, if) you’d engage with them, think about the value they offer in influencing key business growth and direction. Chances are you’d probably behave very differently towards each of the 2 audiences.  We’re saying that you don’t need to. Preparing your team for change (whether at board level or entry-level administrative functions within your business) can only effectively be done through relationship and trust.  Trust is built on effective communication and an understanding that their best interests are held by you, and that their opinion and the effect that the change may have on them as individuals, and them as a function, matters.  View them as stakeholders just as you would any other function or level within your business.


Share information freely

Change is part of the new normal. It happens all around us and we are becoming used to this. Which is why when change, and the effects of change, are hidden or not shared, it appears to be more sinister than what you may intend it to be. Communication needs to be two-way: share all that is necessary, but take and make time to listen – especially to those who may be resistant to change.  Get into the trenches with client-facing employees and truly understand their worlds and how change will affect them. Encourage participation, allowing others to make informed decisions – and steer clear of a dictatorial methods that impose, rather than engage.


Get Focussed

Once you’ve taken the time to speak and understand what’s important to your team, ensure that they are 100% clear on any issues that may arise and how this may affect them. Getting focussed on the outcome should become a united driver throughout the entire business – across all functions, within all individuals and most of all, culturally.  The path to change may be rocky – but bringing focus back to the intended success factor keeps everyone aligned and united towards a common success goal. The stronger your team, the stronger your chance of success.


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