3 Tips to Help Employees Accept Change in the Workplace

Change is inevitable—even in the most steadfast of industries. And while change can be exciting, it can also be stressful. If you’re a people leader, then you have the double responsibility of adapting to change yourself while also guiding your team through it.

So how exactly do you help employees deal with change in the workplace?

First, let’s go over different types of organizational change. Then we’ll share the impact of change, plus tips to lead employees through it.

Types of Organizational Change

Change is a constant in the modern workplace. Companies must adapt to stay competitive and to meet the evolving needs of their industry. Understanding the different types of organizational change helps you prepare to navigate employees through these transitions.

Attrition

A major type of organizational change is attrition. Whether this comes about from an executive retiring, a team member transferring to a new department, or a company doing layoffs, attrition can have widespread effects. It can be challenging for remaining team members to adjust to the loss and redistribute the workload. However, with proper communication and support, employees can learn to cope with the changes and maintain productivity.

Team Mergers

Merging teams can lead to a significant shift in team dynamics and responsibilities, which can create uncertainty and tension among employees. Employees may need to adapt to new team structures, reporting lines, and work processes. Different working styles, cultures, and expectations need to be aligned. Open communication and team-building activities can help facilitate a smooth transition and foster collaboration.

Promotions

While promotions are generally positive, they are another change that can lead to shifts in team dynamics and responsibilities. Newly promoted employees may need support in their new roles, and their colleagues may need reassurance about their own career paths.

Organizational Updates

Changes such as new policies, procedures, or technologies can disrupt the status quo. Keeping employees informed and providing training resources can help them adapt to these changes more smoothly. In some cases, outside consultants or internal change management teams can assist in implementing and communicating organizational updates.

These are just some of the changes that can occur in the workplace. Any change, no matter how big or small, will impact employees.

Understanding the Impact of Change

Identifying the potential impact of change—personally and professionally—is crucial for employers to better support their people.

The positive impact of change might include:

Skill Development: Change can lead to new learning opportunities, helping employees acquire new skills and knowledge.
Innovation: A changing environment can foster creativity and innovation, as employees are encouraged to think outside the box and find new solutions.
Improved Efficiency: Whether streamlining processes, upgrading systems, or reallocating resources, multiple types of change can improve efficiency.

However, not all employees will embrace change. The negative impact might be:

Stress and Anxiety: Frequent or poorly managed changes can lead to increased stress and anxiety among employees.
Decreased Engagement: When employees face too many changes, or they disagree with the changes, they’re more likely to feel unmotivated and disengaged.

Change is not only a rational process but also an emotional and psychological one. Employees may experience a wide range of emotions during periods of change, from excitement to anxiety. Even positive change can trigger stress and uncertainty, which can affect employee performance and well-being.

By anticipating the impact of change, both practical and emotional, leaders can better help employees deal with change in the workplace. Let’s discuss practical ways to do just that.

Strategies for Helping Employees Deal with Change

First, treat your employees with empathy—and not just during the middle of change. When you consistently lead with compassion, your people will continue to feel cared for, even during challenging times.

Take the time to listen to employee concerns. Be receptive to feedback. When possible, involve them in change initiatives early in the process.

In addition to leading with empathy, here are some practical examples of helping employees deal with change in the workplace.

Communicate Clearly

Clear, consistent, and ongoing communication is the cornerstone of managing change. Leaders should provide timely updates, explain any reasons for the changes, and outline the expected outcomes. This helps in reducing uncertainty and building trust.

It’s also helpful to offer regular check-ins and open forums where employees can ask questions and express their concerns. Leaders should strive to be approachable and responsive, ensuring that employees feel heard and valued throughout the process.

Offer Training and Resources

Change often requires new skills and knowledge. While this can be an exciting opportunity for professional development, it can also be intimidating for employees expected to adapt.

Mitigate any resistance or anxiety to change by providing employees with the necessary training and resources to navigate new technologies or updated procedures. Leaders should assess the specific needs of their teams and tailor training programs accordingly. Offer ongoing support and resources, such as access to online courses or mentorship programs.

By investing in their development, you empower employees to embrace change and grow professionally.

Create a Supportive and Inclusive Work Environment

Change can be stressful, but fostering a supportive and inclusive work environment where employees feel valued and heard can help alleviate some of the stress. Creating an inclusive culture where diverse perspectives are welcomed and respected can also foster a sense of belonging and collaboration.

In addition to encouraging open dialogue, leaders should recognize and celebrate both individual and team accomplishments, especially as they relate to tough transitions.

By implementing these strategies, you can support your employees during times of change, helping them adapt and thrive in the evolving workplace. Facilitating change in the workplace requires an ongoing commitment to clear communication, support, and development.

A Hiring Partner Who Cares

Helping employees deal with change in the workplace requires a proactive and empathetic approach from leaders. Change is challenging, but with the right support and guidance, employees can adapt and thrive, contributing to the overall success of the organization.

If you need a hiring partner during your business transition, Insight Global provides both staffing services and professional services—and we do so with care.

One of our shared values is everyone matters. That includes our people, our consultants, and our customers. Our commitment to care shows up in everything we do, from the extra time we spend with our consultants to the relationships we build with our customers.

Here’s a quick look at our numbers that showcase our commitment to care.

91% consultant satisfaction
62% NPS score (industry average is 30%)
390,000+ consultant alumni

But the numbers are only part of the story. This client testimonial explains how the Insight Global difference led to a 94% new hire retention rate in a challenging industry.

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