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6 secrets to manage change

6 secrets to manage change

Change belongs to the evolution of many companies. This crucial evolution helps the company to achieve goals. It helps companies to move forward and to support individuals, teams and organizations. Transitions with change management will drive the whole organization in the same direction.

However, human is the most challenging part of managing change. Losing employees is losing your biggest asset therefore do not let them go by setting up a real change strategy.


1 - Always focus on the human side
Change can scare your employees; you cannot predict how your employees will with change management. In addition, employees can try to invert the change or block it.
You need to make sure that all your employees are willing to follow changes and adapt their work. Personal assistance, face-to-face meetings, reactive and proactive behaviors to deal with issues will allow to facilitate change management.
2 - Involve the top management first

When change is happening, your managers need to be ready for it. You will need to show your employees that they believe in this improvement. Support from leaders will be a real key asset for you to show a unity image regarding the change. It will encourage lower levels to embrace the change as well.

3 - Implement the change to the rest of the team

Company have different hierarchy levels, do not underestimate the impact of lower position employees; they are part of the company and they need to be on board as well. Otherwise this change is unlikely to go well.

4 - Always set your employees for change

It is important that your employees always remember that change can happen anytime and that they have to prepare themselves for it. Some of them can think that their job and environment will stay still. Your speech needs to be clear, that your company is evolving, that change helps to stay dynamic and competitive. Change is a way to stay competitive and therefore to keep your position on the market.

5 - Try to be honest and not embellish the situation

The situation may be negative, maybe you have to cut salaries, to cut positions. This change will be taken as a bad change, it will impact negatively your company and your employees. Try to be honest and explain the main reasons that led to this change and decision. You should not embellish and try to present positive aspects because it may lead to a reject from your employees. Communicate the change but stay objective and clear without trying to sell your change.
6 - Formulate a change strategy

Employees may look for answers, for explanations. In order to be clear, you need to formalize this change and be sure that you will provide the right explanation to the situation. Internal audience must have a clear picture of what is going to change and how. The plan needs to be understood at every level of the hierarchy.
 As a result, change is not always easy for individuals, it can create issues and fear for employees. Managing change and individual is not an exact science, therefore the more you will prepare your employees and explain clearly, the more they will be aware and able to adapt their work.
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