4 Ways to support employees through workplace change 

Organisational change may be necessary, but that doesn’t mean it’s easy. Navigating workplace change can be a delicate process.

As we know through our work with leading UK and global organisations, the way in which change is managed and, crucially, how it is communicated to staff is key to ensuring a smooth transition. Change can bring with it feelings of uncertainty, creating a culture in which negativity and mistruths can quickly spread. And, as data collected as part of our recent Trends Report suggests, with a sharp decline in the percentage of employees who feel informed about their company’s objectives, it has never been more important to ensure that employees not only feel informed, but part of the overall change process.  

That is one of the drivers behind the creation of our Change Management survey (Navigate™) – a tool that has been designed to help organisations through workplace change with real-time insights. Our Navigate™ survey aims to support leaders to better understand and support their workforce through transition. It also offers employees a platform to share their insights.

But aside from tools like all-staff surveys, what else can organisations do to support their employees through change? Lisa Hughes, Senior Consultant at People Insight, shares advice on keeping stakeholders engaged and protecting employee’s wellbeing during turbulent times.  

Check out our free guide on how (and why) to survey employees through change

Communication is the key to successful workplace change  

It may seem obvious but clear, open communication is step number one. As our data demonstrates, the number one reason employees give for feeling that change has been well managed is effective communication.  

When dealing with uncertain situations and workplace change, it is important to keep the lines of communication open. This means by not putting a pause on engagement surveys, pulses or focus groups. Specifically, that means early engagement, ensuring that employees feel involved, providing regular updates and visible leadership.  

Surveys should always be a two-way dialogue – creating a culture where employees feel able to share their thoughts and ideas is key. This allows for feedback on the process, utilises employee innovation for solution development and helps to promote engagement during what can be a challenging time 

Looking for more on this? Check out our guide on successful survey communication tips 

 Understand your audience 

As a company, it is crucial to demonstrate a willingness to actively listen and respond with solutions for both the majority and outliers and key to this is understanding who you are surveying. By doing so, colleagues can support each other and work towards a common goal.  

This approach offers Organisational Development teams the opportunity to set a clear roadmap early in the process and measure the project at key milestones. It also helps Communications teams to take a more personalised approach with communications that are tailored to different audience groups who may view the process less favourably. 

As well as promoting a culture of inclusion, this also supports psychological safety, helping to create a level of certainty and trust. 

Empathetic leadership helps business to navigate change 

 Change management initiatives are rarely successful without the acknowledgment and support of leadership. During such periods, leaders should aim to channel tried and tested leadership styles like Goleman’s affiliative and democratic leadership styles which focus on amplifying empathy, compassion and a willingness to listen actively. While this may not come naturally to some leaders, it is important to cultivate these behaviours, especially when information is limited. 

Embracing evidence-based data is crucial in allowing leaders to communicate more objectively and focus on areas that need improvement. This will go a long way in reassuring employees that their opinions and views are valued and considered, even if the outcome of the change cannot be altered. The Kubler-Ross 5-stage change model can also be a useful tool to guide employees through each stage of change effectively, offering patience and time where required.

Workplace change requires an individual approach 

One size does not fit all and it is important to recognise that different people will respond differently to change. Some may experience panic and conflict, while others may become quiet and introverted, hoping to sail through the change unnoticed.  

Some may see it as an opportunity, particularly those who have been involved in the decision-making process. Such individuals’ enthusiasm may help some of the team, but not everyone, and could create challenges if not managed well. Leaders need to listen and respond to all parties clearly and outline expectations to manage change effectively. 

If you’re looking to navigate change within your organisation, it’s a good idea to carry out an organisational change survey to ensure success, and to offer your employees support and reassurance during the transition. Get in touch with us today to organise a demo of our software or to talk to a member of our friendly team.