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WHY IS CHANGE SO HARD?

Change is certainly a BIG word when it comes to running a business or organisation. It can take your business from the ordinary to the extraordinary. Change enables a business to thrive. To become a leader within their field. To stand out from the rest.

So why is it so hard to implement change?

As soon as you walk into a team meeting and mention a possible change, the atmosphere becomes icy.  Staff are suddenly nervous. Apprehensive. Worried that they are inadequate or underperforming. Even fearful that they will lose something of value because of this change.

Without even knowing the full details of the change, they may already be taking stock of their current workloads, financial situations, family and social environments. Some may even be looking for ways to resist or sabotage the change.

They may feel threatened, believing that “management,” in their wisdom have consulted amongst themselves and agreed that this change is:

  1. 100% necessary
  2. Must be implemented post haste, and
  3. All who oppose it will be dealt with in the fullest extent.

They may believe that the change has been developed purely to overcome a practical problem, with no thorough thought about how it will affect staff, physically and emotionally.

These responses are all negative, reactive, and often unnecessary.

Transforming a business from paper to digital not only saves a business financially.  It can streamline processes, as well as increase output by reducing or remove inefficiencies.  Digitalisation also diminishes an employee’s workload and subsequent stress levels.  It allows them to focus on quality instead of being bogged down by mundane, tedious tasks. Change can also invigorate and challenge employees.

How can we successfully implement change?

Step 1: Leaders must include employees within every step of the change process. From concept through to implementation. Listen to their concerns and ideas and collectively solve the problem.

Step 2: Give reasons as to why there is a need to change. Identify strengths and weaknesses associated with the change. This will also help to set a bench mark to determine if your change was a success.

Step 3: Implement the change in stages.  This will also give everyone time to adjust to the change.

Step 4: Celebrate the successes and its champions. We all respond to positive feedback.  Who knows, successful small changes may lead even bigger successful changes.

Step 5: Review the change and its impact(s) over time. Challenge yourself and your teams. Keep discussions open about future improvements to the change.

 

Talk to us at 152HQ to see how we have implemented change without the pain. www.152hq.com

The information contained within this blog is of a general nature only. It does not take your specific needs or circumstances into consideration. You should look at your own situation and legislative requirements before making any decisions.

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