1) Be clear about where you are going and why the change is important to the org/dept/team. 2) Engage and involve them in relevant aspects of the change - including brainstorming the best outcomes and approach. 3) Communicate. Communicate. Communicate. (In different settings and using different media). 4) Be available to really listen to their concerns. They are experiencing a loss, and you need to allow them to process through it. 5) Let them play an active role in the future. Remember, you're likely way ahead of them in the phases of transition, so slow down, continuously communicate, cheer them on, and allow them to make contributions. It's typically the transition, not the change that makes humans hesitant/resistant.

Una forma muy eficaz para lograr no solo la aceptación del cambio sino que los colaboradores se conviertan en defensores de ese cambio, es enfocar la estrategia de comunicación en las ventajas que les aporta dicho cambio como empleados aparte de ayudar a la empresa su implementación. Por lo general las personas son más propensas a abogar y lichar por algo cuando ese algo les aporta alguna ventaja directa o indirecta.

Building trust during workplace changes requires transparency, inclusion, and empathy. DiiQUBE Academy resolved concerns about modular learning through open discussions, while Korban Fuudz involved employees in planning new services, fostering collaboration. Empathy is crucial, demonstrated by Springs Drinks mentoring an overwhelmed technician, improving morale and output. Success stories motivate teams, as seen when DiiQUBE Consulting encouraged CRM adoption by sharing proven benefits from another branch. Leadership and recognition further enhance trust. DiiQUBE’s CEO led a system upgrade to show commitment, while Korban Fuudz celebrated milestones with events, boosting morale and teamwork.

One thing I have always found to be effective in such situation is to communicate with clarity about the objective for such change in workplace. If you can align the logic for the change to achieve a particular objective or goal in the minds of your teammates, the acceptance and integration becomes smooth.

Un changement de lieu de travail est naturellement source d'incertitudes. Pour établir un climat de confiance, soyez transparent : expliquez les raisons du changement, ses objectifs, et son impact potentiel. Faites participer les salariés à un maximum de choix. Créez des espaces où chacun peut exprimer ses préoccupations, poser des questions et proposer des solutions. Etre à l'écoute permet d'ajuster autant que de montrer que leurs avis comptent. Enfin, valorisez leur résilience et leur implication, en célébrant les succès et en faisant coller les bénéfices avec les réalités de terrain.

Cuando un equipo expresó dudas sobre un cambio reciente, les dije: “Entiendo sus inquietudes. Este cambio está diseñado para ayudarnos a alcanzar nuestras metas colectivas, pero quiero escuchar sus perspectivas”. Abrí un espacio de diálogo, aclaré dudas y compartí ejemplos concretos de los beneficios esperados. Ganar confianza en momentos de cambio requiere transparencia y empatía. Comunica el propósito detrás del cambio, aborda las preocupaciones con sinceridad y muestra cómo las decisiones impactan positivamente tanto a nivel individual como colectivo. La confianza se construye cuando el equipo siente que su voz importa y que están incluidos en el proceso.

It's preferable for the change to have been part of the conversation with the team prior to it becoming a decision to change. Getting the team involved in the how's and why's fosters engagement and ownership. Where a change is mandatory with no prior engagement I would get the team to engage with what the change will look like for a)the team b) their role c) them. We would consider the positives and the possible downsides and work on strategies to mitigate where needed and capitalise wherever possible. Ensuring that concerns are properly heard, solutions discussed and real concerns raised and or escalated is crucial to build trust.

Be Transparent Share the "why" behind the change, outlining its purpose, benefits, and potential challenges. Honesty about potential hurdles builds credibility. Listen Actively Invite your team to voice their concerns and feedback. Acknowledge their emotions and validate their perspectives. This shows you value their input. Lead by Example Demonstrate your commitment to the change by adopting it yourself. Visible buy-in reassures your team that you're invested too. Provide Resources Equip your team with the tools, training, and support they need to adapt. Feeling prepared reduces resistance.

Communicate openly about the purpose and benefits of the change, addressing their concerns empathetically. Involve the team in decision-making, ensuring their input is valued and considered. Lead by example, demonstrating confidence and commitment to the change while providing support and resources.

Para ganarte la confianza de tu equipo ante un nuevo cambio en el lugar de trabajo, es fundamental comunicar de manera transparente y abierta, explicando claramente las razones y beneficios del cambio. Escucha activamente sus preocupaciones y responde con empatía, mostrando que valoras sus opiniones. Involucra al equipo en el proceso de implementación, permitiéndoles participar y contribuir con sus ideas. Proporciona el apoyo y los recursos necesarios para facilitar la transición y reconoce los esfuerzos y logros a lo largo del camino. Al demostrar compromiso y liderazgo inclusivo, puedes construir una base sólida de confianza y colaboración.