Quando você forma uma boa equipe o trabalho começa a render, produção, confiança, engajamento, união da equipe e vem também a zona de conforto. A equipe se acomoda e pensa que já esta fazendo o melhor que consegue. Apresente as mudanças com muito confiança no novo processo , você tem que ser o primeiro a acreditar no novo processo, mostre onde sua equipe chegou comparando com o inicio de todos, com isso você conseguira motivar todos com a nova mudanças. No inicio teremos turbulências, porem controle o emocional da equipe, conversar em grupo individuais, não espere que sua equipe aceite tudo sem conversar muito com ela . Coloque a pessoa certo para a atividade certa .

A good start is: - Explain the reasons for the change. - Show how it can cause positive impacts on the service. - Understand the difficulties and why there’s a resistance in change. - Instruct for the service team have success on this change.

Communicate the Rationale Behind the Change: Clearly explain the reasons for the new protocols and how they benefit the team, customers, and the organization. Emphasize the positive outcomes, such as improved efficiency, safety, or customer satisfaction. Acknowledge Concerns and Listen Actively: Allow team members to voice their concerns and challenges. Listening actively demonstrates respect for their opinions and provides insights into the root causes of the resistance.

First, I start by clearly explaining the problem or issue that the change is designed to address. I work on by-in at that point, which could be easy if many members of the team have been frustrated by the problem or issue. Second, I summarize the solution or new protocol in a simple way - making sure not to present it in a negative perspective. I avoid diving into training material at that point. Third, I point out the relationship between participation and success.

My Perspective: Listen and Involve the Team When my team resisted changes in field service protocols, I realized they needed to feel heard. It’s like trying to steer a ship—if the crew isn’t on board, you won’t get far. So, I started by listening to their concerns and involving them in the process. We discussed how the changes could make their jobs easier or safer. By showing them the benefits and getting their input, resistance turned into cooperation. People are more open to change when they feel part of the solution, not just following orders.

1. Listen actively– Understand the specific concerns and challenges they face. 2. Communicate the benefits– Explain how the changes will improve efficiency or outcomes. 3. Involve them in the process – Encourage feedback and make them part of the solution. 4. Provide support– Offer training and resources to ease the transition.

Open communication: Encourage open dialogue to understand their concerns and gather feedback. Provide training: Offer hands-on training to build confidence with new protocols. Highlight benefits: Show how the changes improve safety, efficiency, or customer satisfaction. Involve the team: Include them in decision-making to foster a sense of ownership. Provide support: Ensure continuous support during the transition to address any issues quickly.

Antes de impor novos protocolos, escute a equipe. A escuta ativa ajuda a identificar gaps que podem passar despercebidos. Assim, ao invés de simplesmente exigir mudanças, co-criamos soluções com base nas experiências reais de quem está na linha de frente. Além disso, é crucial estar presente durante a implementação. Acompanhe de perto, ajustando o necessário no caminho. Quando a equipe sente apoio e participação, a resistência diminui e a adaptação acontece de forma mais natural.

Often times it’s just giving clarity on why you are making the change and what the expected outcomes from the change are. Field Service Engineers are very customer focused in general so if the change is to benefit the end customer as opposed to simply management making an organization change for some new program, most FSE’s will jump on board quickly. In my experience, if FSE’s know the “why” and how it affects their direct customers, then most get on board fairly quickly.

I have always found that when people are given the opportunity to get involved and express there thought's on any matter, a compromise can always be found.