The Key to Successful Change Management

Implementing change in your business or your life can be hard.  In fact, if it were easy more people would do it more often.  There is a quote by Canadian writer Robin Sharma (best known for his book The Monk Who Sold His Ferrari ).  The quote goes…

Change is hard at first, messy in the middle but gorgeous at the end!

And this my friend is what you need to keep at the forefront of your mind.  Whether in business or in life.  If nothing changes, nothing changes.  If you want to make changes – yes there will be pain, there will be push back from your team, family, friends etc – but if you have a clear vision of what you want and you work towards it  - there will be times it gets messy in the middle but the end result will be worth it (like breaking up with someone you know is not good for you, you know it will get a lot worse before it gets better!),

Changes need a well laid out plan, particularly when they involve other people.  So, if you’re committed to making a change in your business spend some serious time and effort planning out how it will be implemented.  Whether its staff changes, structural changes within the organisation, software changes or perhaps a new office – all this can be very disruptive and stressful for staff and therefore can effect workflow, productivity and wellbeing.  Below gives you an overview of the emotional stages your staff may go through when a business undergoes changes. 

Here is a breakdown of the common stages:

1. Denial or Shock: When news of the change hits, employees might be in denial or disbelief. They may question the need for change or hold onto the familiar way of doing things.
2. Resistance or Anger: As the reality of change sets in, frustration and anger can arise. Staff might resist learning new ways, fearing a loss of control, job security, or competence.
3. Bargaining or Negotiation: In an attempt to lessen the impact, employees might try to negotiate or bargain for concessions. This could involve pleading for exemptions or a slower rollout.
4. Discouragement or Apathy: If the change feels overwhelming or poorly communicated, staff can become discouraged or apathetic. They might lose motivation and withdraw from the process.
5. Acceptance: Finally, with clear communication, support, and successful implementation, employees can begin to accept the change. They may even see the benefits and become more open to the new way of working.
6. Commitment: Ideally, the end goal is for staff to become committed to the change. This involves actively using the new methods and even advocating for its success.

It's important to note that these stages aren't always linear, and individuals may move back and forth between them. The key to effective change management involves recognising these stages and providing support to help staff navigate them successfully.  Hopefully having some appreciation for what your staff may go through will help you plan effectively and think thoroughly about the best way to communicate these changes.