How to Handle Change? Think Like an Employee
Most days, I’m reminding my clients to step into their leadership shoes, their successful entrepreneur shoes, or sometimes their confident small business owner shoes. But this week, I’ve been reminding several business owners to step into employee shoes. That’s right, when it comes to workplace change I want business owners to step into the shoes of their employees.
For the most part, employees and business owners just think differently. Chances are that if you’re reading this you wonder what’s next, how you can improve operations; you’re ready to move on to the next thing before the last new idea is complete. The typical employee prefers work to stay the same and when change is introduced some may dig their heels in. You may be lucky to have some employees who embrace change and some who like to perfect current operations before moving on. Either way, when you are introducing change you need to sit in your employees’ shoes and think through how the changes will affect them. Let me give you some examples:
- A medical practice is bringing on a new practitioner. Other personnel will be wondering not only how this will affect their schedule and work load, but on a deeper level they will wonder “will my boss still have time for me? Will my boss still ask for my opinions, or will he ask the other doctor instead?” Basically, the question they want answered is “will I still be loved?” Be up front that the relationship may change, but let them know how you will still rely on them, and how they will fit in.
- Another business is promoting an employee into a new managerial position. Before the change is announced to the whole staff, it’s critical that the effect of the promotion on the rest of the team is sorted out. Will they pick up new tasks? Will some of their tasks be given to the manager? Who will they report to? Office real estate is important even in small businesses, so decide if the promotion means a change in office or desk space. Employees will ask how decisions will be made; what they really want to know is “do I still have a say?”. Be up front about how decisions will be made, how input is to be given, how they can still reach you, the business owner, with their thoughts and concerns.
If change is in the works for your business in 2015, sit in your employees’ shoes before spreading the word. As excited as you may be about rolling out the changes, take some time to think about how the change will affect your team in terms of responsibilities, communication, and personal fulfillment.