Company changes can be anxiety-inducing for staff and leaders alike. However, it’s your job as their manager to make sure everyone makes it through in one piece to become better than ever. There are several things to consider when looking at an imminent change within your company. We asked for advice from some experienced leaders who have led teams through transitional phases. Here are some tips on how to support employees through big company changes!
Give Them Warning
Change is stressful enough without ripping it off like a bandaid. Give your team adequate time to adjust to the idea of the change that’s coming their way. This time is often an essential phase because it allows them time to prepare to move into a new phase of work with their lives organized.
“Springing a massive change on your staff never goes well,” says Shaunak Amin, CEO and Co-Founder of SwagMagic. “People love routine and they’ve established habits that work for them with how things are now. If you throw a big change in their path without warning, they won’t have time to modify their habits and prepare for the change. This can cause heightened anxiety and a feeling of chaos in the workplace, which can make the transition more difficult on everyone.”
Provide An Outlet for Concerns
When you tell people things are about to change in a big way, it’s only natural that there might be concerns. Invite your employees to voice these questions or comments during a group meeting or individual sessions- whichever they prefer. The important factor here is that they feel like they are welcome to talk about concerns or problems they’re having with the transitional phase.
“Your employees are likely to have questions concerning the transitional phase that you’re heading into,” says Lionel Mora, CEO of Neoplants. “It’s natural for them to be wary of such a big part of their life-changing. Some may be concerned about maintaining their position or what their role will look like in the future. Addressing these concerns now can help your team make it through the transition intact.”
Take Things Slowly
This goes hand in hand with letting your staff know ahead of time. Take things slowly from when the announcement is made. Rather than making every change at once, allow people to ease into this new phase of working for the company. Prioritize the changes that need to be made and see which things could be put off until after a majority of the big transitions have occurred.
“There are things you can do to help your team transition a bit more smoothly,” says Michael Fischer, Founder of Elite HRT. “Allowing them to start transitioning to new software or programs that will be used in the future before every change is made. Small things like this can ease transitional anxiety and allow your team to work out the bugs a bit easier.”
Use Transitional Tools
Did you know there are tools out there for companies transitioning? Whether you’re transitioning to a remote workplace or changing your office leadership hierarchy, there are tools and programs out there to walk you through the process.
“A big part of transitioning your company involves goal setting and progress monitoring,” says Dr. Minhas, Founder and CEO of GerdLi. “There are tools and programs out there that can help you accomplish this. Setting clear goals and timelines allows you to make your way through the transition in a step-by-step format rather than feeling like you’ve lost control over the situation. The calmer your leadership is able to feel, the better off your entire staff will be.”
Provide Consistent Support
Transitions can cause an added level of stress on top of an already stressful workload. If you have staff that is struggling, provide support to them by meeting them where they’re at and offering assistance where you can.
“You may have some staff members that have a harder time with the transition than others,” says Lyudmyla Dobrynina, Head of Marketing North America at Optimeal. “This doesn’t mean that they won’t be able to work for the company as efficiently in the future, but they may need some help now. Allow them to voice concerns or ask for support through a variety of mediums, such as individual meetings or letting them know they can email you at any time. Provide the resources and training needed for your team leaders to utilize as they keep an eye on their team.”
Meet Frequently
Silence can magnify the unease that comes with transition. ‘No news is good news’ does not apply here. If your staff feel that they’re not being updated or that something is wrong because they haven’t heard an update in a while, they may become concerned or feel insecure in their roles.
“Meeting with your staff on a regular basis during the transition to keep everyone updated on progress, goals, and any roadblocks that may have happened can put everyone at ease,” says Karim Hachem, VP of eCommerce at Sunshine 79. “There is so much that is out of their hands, so letting your staff in on the details by hosting regular meetings allows them to feel a bit more in control because they’re in the loop too.”
Be Open About Things
Transitions don’t always mean progress or good times for all. Occasionally, there are transitions that will make things more challenging or even result in a life change for your staff. Be open and transparent about the future outlook. This can be a difficult conversation to have but you owe your staff honesty.
“If you’re going through a transition because your company has been sold or you’re downsizing, there may be some pieces of bad news to deliver to your staff,” says Josh Weiss, Founder and CEO of Reggie. “In case of position or salary cuts, you’ll want to be upfront with your staff about what those might look like and when you’ll know for sure. If you’re not, you risk losing people you otherwise would’ve kept because they felt a lack of job security and decided to look elsewhere. Hiring during a transition isn’t something you’ll want to do.”
Offer Encouragement
Encourage your staff as you move through transitions together. Times are often challenging and people may feel frustrated about some changes. Offer encouragement through words and actions that show your appreciation for their tenacity during this time.
“Bring donuts or provide lunch to your staff if you can,” says Brianna Bitton, Co-Founder of O POSITIV. “Gestures like this can go a long way in showing your appreciation for them and their help in transitioning from point A to B. Provide words of encouragement to each individual or leave handwritten notes on their desks. Intentionality is really key here – let them know they’re valued.”
Exhibit Strong Leadership
Showing unity and strength among your leadership team is really important during big company transitions. If your staff hears or sees the tension or disagreements between leaders, it can leave them feeling uneasy about the process.
“While it’s important to have check-ins with your staff, it’s equally as important to check in with your leaders,” says Lilian Chen, Co-Founder and COO of Bar None Games. “Depending on the leadership hierarchy within your workplace, this may involve team leads or just upper management. Often, these people are dealing with the transition in a more hands-on way than you will in terms of the day-to-day operational changes. They’ll be a great resource to let you know if problems arise so you can be quick to solve them. Having a strong leadership team means having good communication about both challenges and victories.”
Avoid Unnecessary Changes
Change is obviously a big part of transitioning your company but staying away from changing things that could be left alone. Often, employers figure it’s easier to change everything at once so things can be settled, but in reality, that can make things harder on your staff.
“Change fatigue is a real thing,” says Sasha Ramani, Associate Director of Corporate Strategy at MPOWER Financing. “If your staff is already having their work life turned upside down, additional small changes can feel very aggravating. Do you eventually need to update everyone’s laptops? Maybe. But making everyone learn how to use a new device while they’re already doing so much to aid in the transition is probably not a great idea. Wait for things to settle to change the little things.”
Conclusion
Transitions are hard on everyone in the office. That’s why it’s essential to do your homework and have a plan before you start. Communicating with your leaders and staff on a regular basis and being transparent with them is a key component to a successful transition. It’s also a good idea to make sure you’re giving yourself and your staff enough time to transition.
Hopefully, these 10 tips have helped you learn how to support employees through big company changes. We wish you the best as you set out on this new adventure!
Castrillon, C. (2022, June 28). How to cope with change in the workplace. Forbes. Retrieved September 20, 2022, from https://www.forbes.com/sites/carolinecastrillon/2020/02/26/how-to-cope-with-change-in-the-workplace/?sh=3ab44007d207
McGovern, M. (2021, February 24). 7 keys to help employees Navigate Change. HRMorning. Retrieved September 20, 2022, from https://www.hrmorning.com/articles/navigate-change/
