Leading Through Change: Strategies for Successful Employee Transitions
Change. It’s an inevitable part of life – both in business and on a personal level – that affects every single one of us.
While it’s true that successful companies need to be able to adapt and grow along with this ever-changing world, it’s important to remember that each pivot of a large organization trickles down to every single individual within it.
Let’s face it… change brings uncertainty, uncertainty brings fear, and fear can hinder even the most beneficial changes for an organization as a whole.
So, how does an organization successfully navigate pivots on both a broad and personal level – meeting the needs of each individual team member?
It’s all about empowering employees to navigate their psychological responses to transitions as they arise, while offering guidance and support to facilitate their own unique journeys towards growth.
The importance of creating a positive employee experience
Think about your long-term goals – from company performance to return on investment. These goals can only be reached when your individual employees are prioritized in the face of each pivot.
In fact, studies show that leaders who implement an integrated transition plan – including career-empowerment techniques throughout the transition – benefit from a ROI estimated at an average of 143%, compared to an ROI of 35% for those leaders who don’t.
As a leader in your organization, it’s up to you to set an example, through messaging and action, that the individual members of your team can follow. While employees will take cues from the top, they also need to know that they have the support and resources they need to thrive and adapt.
Trust me, I know it’s not always easy, but I can promise you that it is worth it! Let’s walk through what the transition process looks like, then examine the simple strategies that you can use to coach and support your team through difficult transitions with minimal stress and optimal benefits.
What does the transition process look like?
Essentially, each change presents a journey from known to unknown – which can involve loss, sadness, anxiety, and stress for every individual employee.
The good news is that effective leaders can help ease the discomfort of team members throughout the process, by understanding what they are going through and recognizing what support is needed.
When it comes to navigating changes, there are four main stages most people will face. Once you know the pattern, you can better assist and comfort employees along the way.
The four stages of change
Denial – brings a lot of fear and questions. People may respond through tears, sadness, and even depression.
Resistance – may bring out anger for some people. Employees may even refuse to enact necessary changes or fight back against leadership.
Exploration – the light starts to shine through the resistance. Employees may start to envision a better future or positive outcomes of the change.
Commitment – finally, the employee is ready to enact the change to the best of their abilities. They are fully on board to navigate what lies ahead.
Guiding employees from denial to commitment involves having a solid understanding of where each person is at, and using the right change management tools to offer support, engagement, and resources, every step of the way.
Strategies for success: how to facilitate a positive pivot
Take time to discover your own perspective before helping others do the same.
You already know the sound advice of every airplane ride, “Put your own mask on before helping others.”
Well, this also applies to guiding your team through difficult transitional periods. A good leader will set an example by doing their own work before assisting others. So, be sure to identify your own reactions to the change your organization is facing.
Take ownership of your own journey, and then use your findings to authentically assist the people around you.
Become curious about what people are going through, and truly listen when they’re ready to share.
Be prepared to fully engage with the members of your team – making sure they know you care about and deeply understand what they are going through. Ask lots of questions, but also stay quiet when necessary – allowing others to speak their true minds.
Frame the change in a positive way, sharing the reasons and benefits behind the pivot.
After listening to all concerns, thoughts, and feelings, you can gently guide individuals towards understanding what’s happening more fully – highlighting the positive effects that will come out of this experience.
This is also a helpful way to build trust between you and your team members, showing that you have the organization’s long-term best interests at heart.
Make yourself available and present, every step of the way.
Don’t expect transitions to happen quickly, or after just a couple conversations. Keep the lines of communication open – making it clear that you’re available when needed, and sharing your plans for the future and what comes next.
Every corporate transition can bring about uncertainty or fear, so it’s important to be authentic and honest when communicating with your team.
It’s okay that you may not always have all the answers, but stay open and communicative, serving as a role model while offering empathy, guidance, and support.
Dawn Garibaldi is the CEO and Founder of Amplify Strategy Group. As an experienced corporate leader and certified executive coach, she’s on a mission to serve leaders to create significant impact, confident performance and powerful relationships -- with stakeholders, teams and peers. She shares powerful strategies and tactics to quickly amplify confidence, success and achievements far beyond what they thought possible.