Written by Preston Thompson, Tribe
No one likes change. It’s scary, it’s unknown. But market conditions and other business factors sometimes require large-scale, organizational change. You might be targeting an increase in sales, better trained staff, or even a complete culture shift. Regardless, there are four simple steps that can guide you down the path of smart, lasting change.
- Do Your Research
Not only do you have to identify what you want changed, but you also have to know what’s causing the problems. If you’re in need of a personnel shift, more training might not be your answer. Achieving your best results doesn’t include glossing over problems. Identify your issues, and your solutions will come to light.
- Have A Plan
Who is going to take charge in this battle for change? Battle is a bit harsh, but there will be people who resist. If you’re bringing in a consultant or agency to take the helm, it’s best that they have experience in your industry. Nothing kills momentum like no one believing the leader. Whoever’s in charge needs to have credibility. That’s also true if the leader comes from inside.
- Provide Value
This goes back to not glossing over problems. Holding additional training sessions just for the sake of being able to say you did something, isn’t going to cut it. Lasting change doesn’t come from checking off boxes — you need to add value to the employee experience. They need to believe that changing will benefit them. Making their job easier, more efficient, or more secure is a great way to get everyone buying in.
- Evaluate
There’s only one way to know if you’re going in the right direction. Give your change team short term goals, and listen to feedback. It’s important to know what’s working and what’s not. This also gives you insight in to who is taking change seriously. Bottom line, you need to be able to compare where you started to where you ended, and measure the progress.
Sometimes the road is short and wide, and other times you have to walk the straight and narrow. But no company every stayed the same and also stayed in business. The key is to steer everyone toward beneficial change, and this non-comprehensive guide is a great way to do that.