One of the key components to business growth and frequently its very survival is adapting to change. Management needs to accept the need to keep up with technology and product/service offerings that keep them competitive experts in their industry. Employees need to follow through and use the new software or processes. How can you get this accomplished with a minimum of stress and cost – whether it is a major company restructure, a merger or a simple tweak in the workflow.
Employees react differently to change
First, accept the fact that when you analyze your workforce, there is a wide range of how people react to change. Change is an exciting challenge for some people and it energizes them. For others it is frightening and may cause them to resist or refuse to cooperate until they have no other choice. Most of your staff will probably fall somewhere in the middle, but other workers may influence them negatively. Obviously, you don’t want anyone lining up with the resisters!
For this reason, It helps to understand why people resist change. Human nature makes us creatures of habit so we desire to be comfortable instead of learning new things. Fear tends to be at the root of resistance, “Will I be able to learn the new software? How will my day-to-day job change? Will the change eliminate my job? How is this going to affect ME?”
Communicate about change
Start the change conversation in a positive way and prepare to communicate long-term with your staff. Identify who on your staff has the early adopter mentality and recruit them to lead the way in encouraging their peers. Be willing to listen and welcome suggestions – your staff will recognize gaps in the new workflows and processes. Make it safe for them to contribute and be part of the solution.
Don’t leave everyone wondering what’s going on after the announcement. Communicate the facts to keep them in the loop. If you don’t, they will imagine the worst and share their speculations with others. Support and train your staff needs for a smooth transition.
Finally, accept that not everyone will adapt to the change no matter how much you support them and it may be better for them to move on. Help them through this transition professionally and kindly.
Start out with the best hires
Partnering with a CRA (Consumer Reporting Agency) with the services you need to fill in your HR gaps can be an economical solution. The right CRA partner can help you recruit, integrate your system, perform background screening, provide education and license verification, drug testing at convenient locations, and support throughout the process.Â Feel confident that you are bringing the best hire into your company by having done due diligence both legally and ethically for your employees and customers. A professional CRA partner pays for itself by avoiding costly hiring mistakes. For a free consultation or more information, contact Genesis Background Screening Services at 866 944-0041 ext 101. Online, email or visit www.genesisbackgroundscreening.com. You can sign up to be emailed whenever we post a new blog at https://genesisbackgroundscreening.com/subscribe-to-the-blog/
Genesis Background Screening is not a law firm and provides our blogs for informational purposes only. The blog is not a substitute for experienced legal advice. Research any laws or regulations mentioned here, check with your legal counsel if you have questions and to confirm your organization is within the law regarding compliance.
Jacqueline McClure, Genesis Background Screening Services