Change is not only normal and healthy within a business environment but also expected in any growing and thriving organisation. However, even the most unflappable of managers would admit the speed at which business has been forced to adapt to change over the last few years has been something altogether different. 

The key to successfully steering your business through any economic, technological or operating change is to prepare. Businesses ready for change are the ones more likely to move through any transition with (relative) ease.

Here are our top five tips for managing change with your business (and coming out the other side stronger).

1. Create a plan

Design a clear vision and timeline for the change. Outline the primary objectives, end results and what sort of timeframe is needed to finalise the project. This way, everyone knows what’s going to happen, how and when and they’re likely to feel more comfortable about what’s to come. Change can be unsettling for some while others are downright reluctant to embrace change. But for most, change is just frustrating.

When you have a plan in place, people will feel involved and included in the process, rather than just something happening around them. Being included can also help drive engagement levels as enthusiastic uptake or acceptance of the change is more likely.

Should things go wrong, e.g. there are delays or the transition period isn’t as smooth as expected, engaged and enthusiastic teammates will be more understanding and amenable.

2. Make communication a priority

When you’re tasked with steering people through a major change, two-way communication is an absolute necessity. Without direct, factual and honest communication, you’re fighting a losing battle.

Making communication a priority, and ensuring all stakeholders receive regular project updates, will keep them positive and engaged. Not to mention, if people have been kept in the loop during the planning stages, expectations will be positive during the implementation and rollout phases too. 

In fact, according to our Future of People Management Survey 2021, a whopping 89 percent of HR Managers say transparent communication with staff is one of the most important factors in a change project.

All businesses should be facilitating an open and inclusive workplace culture where people feel their voices are heard and strong, consistent communication is key. And don’t forget to send out all important messages through your usual communication channels including:

• internal meetings
• focus and working groups
• employee hubs
• video, and;
• email.

3. Use change to review infrastructure and processes

While things are already changing it’s the perfect time to do a deep dive into your internal processes and digital infrastructure. This is especially true if your business is about to embark on a digital transformation because stakeholders are already prepared and ready for change.

A planned deep dive allows you to see what other processes can be automated or made more efficient. Even the most beloved legacy system has a use-by date.

4. Rustle up some Change Champions

Every workplace has them. You know the ones: The people who are positive, upbeat and infectious when it comes to change within the workplace. They start talking so optimistically about the impending changes, that even the most reluctant of employees sees at least one good thing about what’s about to happen.

Rather than let all that amazing and compelling energy go to waste, enlist them as official ‘Change Champions’.

Bring them in early. Include them in as much of the discussion as possible. Encourage them to provide their own feedback and the feedback of their colleagues. This allows for that all-important two-way communication to travel through another channel.

5. Track results

Whether the change is big or small, tracking results will benefit the business on many levels. When the project is complete, you can look back and see what went right and what went wrong. You can assess roadblocks and obstacles through the lens of the big picture, rather than in the heat of the moment when everyone just wants things to run smoothly.

You can go back to the reviews you carried out during the change, re-assess, and perhaps implement further changes to make your business ever more efficient.

When all stakeholders embrace change, the memories of speed bumps and challenges along the way fade. It also makes embarking on new changes a more pleasant experience.

The Access Group has so much experience supporting organisations, just like yours, as they upgrade or integrate software solutions that we’ve put together a book about navigating change within your business. Download your copy here.