February 14th 2024.
As we enter the year 2024, the topic of "change" is already on everyone's minds. As the Founder and CEO of Reimagine Talent Co., a company dedicated to talent development, I often hear two questions from managers: How can I effectively lead my team during times of change? And how can I better support my team through personal and work-related changes?
Let's start by discussing the concept of change itself. It seems to be the one constant in our daily lives. As managers, we are constantly bombarded with change from various sources - whether it's within the organization, culturally, generationally, or personally. Each day brings new challenges and adjustments that we must navigate as leaders.
Organizational change is specific to our workplaces and can include things like leadership changes, expanding product or service lines, downsizing teams, and even acquiring new companies. These changes directly impact our work environments and require us to adapt and support our teams.
Cultural changes, on the other hand, affect the entire human population. They can range from global conflicts to economic factors to advancements in technology. These events shape the world we live in and can greatly impact our employees.
Generational changes are also a significant factor in today's workforce. With five different generations working together, each with their own unique experiences and expectations, it's crucial for managers to understand and address these differences. This can include focusing on mental health and well-being, implementing remote and hybrid work models, promoting diversity, equity, and inclusion, and providing opportunities for career growth.
And let's not forget about personal changes. Every day, our employees are dealing with personal highs and lows, such as relationships, births, deaths, and everything in between. These events can greatly impact their work and require understanding and support from managers.
As managers, it's a lot to process and navigate. And while employees may have high expectations for how their employers handle change, studies have shown a decrease in support for organizational change in recent years. This can also impact employee retention, with those experiencing higher levels of change fatigue being less likely to stay with the organization.
Fortunately, there are steps managers can take to help their teams better manage change. First and foremost, we need to change the conversation around change itself. Instead of viewing it as a negative, we should help our teams understand that change is a constant and necessary part of business and leadership. By demystifying change and highlighting its positive outcomes, we can shift the narrative and see it as an opportunity for growth and innovation.
Effective communication is also crucial during times of change. Whether it's through regular team meetings or one-on-one check-ins, it's important to keep our employees informed and involved. As a fully remote company, I make it a priority to have weekly meetings with my core team to discuss important updates and address any concerns. Additionally, sending out regular CEO letters to the entire team can help keep everyone on the same page and promote transparency.
Utilizing systems and resources can also help support change within the organization. Project management tools like Asana and team communication tools like Slack can be especially helpful when working with remote or hybrid teams. And as a manager, it's fair to advocate for a budget to support employees during times of change. This can include mental health and wellness services, flexible work schedules, and even Employee Resource Groups to promote a sense of community and belonging.
Ultimately, it's important for managers to understand the source of their employees' stress during times of change. By listening and addressing their concerns, we can help alleviate some of their worries and provide resources and opportunities for growth. As we continue to navigate the ever-changing landscape of the workplace, it's crucial for managers to adapt and support their teams to ensure success and growth for all.
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