Upcoming changes within your company?

5 tips to ensure your project's success
Factory closure, change of management, arrival of a new employee... these are all big or small changes that modify the daily life of a company. How to manage them, support them, and above all allow your teams to integrate them and get the most benefits possible?


1- Anticipate reactions to change
As a manager, you are responsible for your teams and they need you to gently prepare them for the turmoil that internal change is likely to cause. Unless confidentiality is required, talk to your closest colleagues and call them to explain the project in broad terms.
In addition to the trust you offer them by communicating the event, it also allows you to know who are the enthusiasts, on whom you will be able to count, the pessimists, whom you will have to convince, and the fearful, who will need more reassurance.

2- Cushion the blow
We are not all equal in our reactions to change. Where some immediately see opportunities for evolution and progress, others worry or reject the idea vehemently. It is therefore important that you prepare for these scenarios
Anyone who experiences change will go through 4 stages:
• The shock and denial
• Anger and frustration
• Acceptance and commitment
• Dialogue and negotiation
The first phase is therefore the shock. Whether positive or negative, a change always provokes a strong emotion.

3- Let your teams express their frustrations
Yes, anger is healthy! Nothing is worse than contained and repressed fury that is likely to explode afterwards and cause, in this case, real damage. Once the shock has passed, if you want to avoid the pressure cooker effect of your employees, let them speak! Organize individual interviews, be prepared to receive protests and above all accept this anger and don't rush into implementing new projects. Give them time to take the blow.

4- Remobilize your employees
Even when the worst is over, when the announcement of the change is behind you, with all the waves it has caused, don't think that everything is over yet! Even if your employees have reacted more or less well, it is now a question of mobilizing them! Rely on your original supporters and, conversely, don't waste time trying to convince the most hostile. Give them responsibilities and open the governance of the project to all talents. Don't confine everyone to their area of activity but be open to the proposals that will be made to you.
Taking them seriously will help you later to coordinate your teams and organize your project over time.

5- Encourage their commitment
It is very important that the employee who has experienced a change can bounce back and re-engage in a meaningful project, especially once the acceptance and remobilization phase is over. Your support mission is therefore crucial at this last stage. Thus, when a change occurs in the life of your company, it is important to respect these transitions to anticipate risks. Take the necessary time to support your employees and your change management will have every chance of unfolding in the best conditions.


Philippe Montant CEO ExeKutive.biz