PEOPLE MATTER
e g n a h c g n i g a n a M IN THE WORKPLACE As the old saying goes, change is hard. When change affects an organisation, the challenges are multiplied. Whether it’s a transition in leadership or managing redundancies, the implementation of such events in the workplace may end up in your hands. So how can you navigate the process without getting lost?
LOOK AFTER YOUR EMPLOYEES Depending on what the change is, it may impact some or all of your employees directly, but it will definitely affect all of your employees indirectly. Plan for that. Make sure they have information about Employee Assistance Programs if you offer such support. If you don’t have a formalised EAP, do some homework to provide information about free support resources your employees can access. And if you’re prepared to go above and beyond, seek your employees’ feedback about the process to see how your organisation could improve going forward.
HERE’S A ROADMAP:
As we all know, change is a fact of life in the workplace. It can be managed poorly, or it can be managed well. Whichever way it goes, it will reflect on the organisation in the minds of those who are impacted by it, including employees, their families, friends and others with whom they speak about it, as well as your clients and customers. If it’s done right, you can land on the positive side of those conversations, even if the change brings about difficult outcomes for some. It’s understandable if it doesn’t all go according to plan, but if you strategise at the outset with these key points in mind, it will go a long way towards coming through the process better off as an organisation. Ultimately, that’s what change is all about. m
GET YOUR FACTS STRAIGHT When you know that significant change is on the horizon for your organisation, get your leadership team together as soon as practicable to plot out the key information, and know your legal obligations around consultation. We’re talking about the basics of the anticipated change: who, what, when, where, why and how. As you’re working through this critical overview, the details of preparing and implementing the changes should also come to the fore. COMMUNICATE EARLY AND OFTEN People have a tendency to speculate when they are left to wonder what’s happening, and they often think the worst. Even if you think only your core leadership is aware of looming changes, there may be some whispering going on already. Once your leadership team is on the same page about the details of what’s happening, make a plan to communicate that to the whole organisation. Whether you speak with your team managers immediately before or after addressing the whole company, make sure they are up to speed on the key information. They need to be prepared for the inevitable questions that will follow and know where to direct employees if they don’t have the answer they’re seeking. Ensure you provide any relevant updates during the implementation as well, so people aren’t interpreting things they hear second or third-hand.
NICOLE MARTIN Workplace Central
Nicole is passionate about making sure employers and employees communicate effectively so they can work together to build better organisations. She believes a happy and healthy workforce leads to increased productivity and loves to play a part in creating this for her clients.
sday@workplacecentral.com.au 1300 766 380
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