Change is inevitable, especially in the workplace.  Companies are merging, filing for bankruptcy and decreasing staff.  With these changes, come varying emotions and reactions from employees.  These emotions and reactions can range from positive to negative and everything in-between.

As a manager, there are a number of actions that can be taken to prepare employees for change.  Below are seven of those actions.

First, prepare the employees for change by explaining the reason for the change.  Provide them with specific and up-to-date information whenever possible and let them know what is happening ahead of time so as to minimize the risk of rumors.  Meet with your employees on a regular basis to provide updates, answer and questions and provide ongoing support.

Second, be honest about what is happening and why it is happening.

Third, let the employees know they will be impacted.  In some cases, this conversation should be made to the organization as a whole, while in other situations this conversation should be made in each department or on a one-on-one basis.  Use memos and newsletters as follow-up documents and not as the formal announcements.

Fourth, encourage employees to ask questions and be sure to answer their questions honestly.  Advise employees if you don’t know the answer and do your best to follow up. 

Fifth, whenever possible, have a timeline in place for when and how the change is to occur and monitor the change process as it is being implemented.

Sixth, encourage employees to provide feedback on the change process.  Employees may have a better idea, a more efficient approach or have specific information that may have gone unnoticed by leadership.

Finally, understand that employees will experience a number of reactions ranging from resistance, hostility and indifference to acceptance and excitement.  These feels are normal and should be addressed accordingly.
Change is never easy, but following these seven steps can help make the process more manageable and less stressful for everyone involved.

This article should not be construed as legal advice.