Your team is resistant to change in a transition period. How can you get them on board with new procedures?
When your team resists new procedures during a transition, it's crucial to address their concerns and foster a positive attitude toward change. Here's how you can ease the process:
What strategies have worked for you in managing team resistance to change?
Your team is resistant to change in a transition period. How can you get them on board with new procedures?
When your team resists new procedures during a transition, it's crucial to address their concerns and foster a positive attitude toward change. Here's how you can ease the process:
What strategies have worked for you in managing team resistance to change?
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To address team resistance during a transition, focus on clear communication, involvement, and support. Explain the reasons for the change, its benefits, and alignment with organizational goals. Involve the team early by seeking input, incorporating feedback, and assigning roles to foster ownership, using frameworks like Kotter’s 8-Step Model or ADKAR. Provide training, mentorship, and resources to build confidence. Use phased rollouts to ease transitions and highlight wins with metrics and success stories. Engage change champions to model positivity, incentivize adoption, address fears empathetically, and foster safety. Monitor progress, adapt based on feedback, and celebrate milestones to transform resistance into engagement.
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Listen to their concerns, explain the benefits of the new procedures, and provide necessary training. Involve them in decision-making, offer support, and celebrate small wins to build confidence and acceptance.
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Here's how I approach getting a resistant team on board during a transition: 1️⃣ Transparent Communication: Focus on explaining the "why" behind the changes-how they align with the bigger picture and benefit the team in the long run. 2️⃣ Active Engagement: Involving members of the team in some of the processes of changing procedures makes them feel involved and more accepting of change. 3️⃣ Hands-On Support: Giving them practical training and access to resources and guides during the process makes change a little less painful. The fear of the unknown and lack of clarity in communication are often the primary sources of resistance.
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5 Strategies for Overcoming Employee Resistance to Change: - Communicate Effectively - Get Your Leaders on Board - Involve Employees in the Change Process - Provide Support During the Change - Celebrate Successes
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