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As a manager, a lot of work challenges come in the form of changes:
- Transitioning from in-office to remote work
- Company re-organization
- New owners
- New policies
- New software
- Layoffs
Embracing change is a unique kind of challenge since you’re likely wrapping your head around it at the same time as your employees.
Keep reading to learn tips for embracing change and how to stay ahead of any difficulties they may bring.
Be an Agent of Change
As a manager, you have a duty to lead the charge—be proactive instead of reactive whenever possible.
If there’s change on the horizon, whether it’s from your higher-ups, of your own volition, or a broader culture shift that you’re witnessing, you need to dictate when and how it’s handled.
Want to learn more about culture shifts in the workplace? Take our course on bridging generational gaps at work.
Talk to your direct reports early, before the change happens. It limits gossip and hearsay, but it also gives you time to answer questions, listen to feedback, and prepare.
It also sets the tone for your employees. If you act with authority and positivity, they’re more likely to also feel good about the news. Depending on where you are in the leadership hierarchy, you likely can’t do much to change the change. If it’s going to happen, set the right tone.
Another reason it’s important to embrace change? Whatever is happening may be just a piece in a larger puzzle. Depending on how you shepherd in this change, it may be easier or more difficult for your employees to embrace change down the road.
A big change at work is something new managers need to learn how to navigate. Learn how to handle new manager challenges.
How to Embrace Change in the Workplace
No matter how long you’ve been in a leadership position, embracing change doesn’t always come naturally. How you do it also depends on what kind of change you’re looking at. You’d likely break the news of a round of layoffs differently than you would break the news of a new client.
We’ve discussed how to be a better communicator as a manager. Here are a few change-specific general tips that can make difficult conversations a little easier.
Optimism
Your message hangs largely on your delivery. If you’re optimistic about change, your employees are more likely to also feel good about it. You don’t need to go overboard with fake smiles and thumbs up, but sprinkle in some language that promotes positivity.
- “This will be good for XYZ reasons”
- “I’m excited to announce…”
- “Opportunity” vs “Situation”
Even if you’re not super excited about this change, take time to find something positive about it. No one wants you to outright lie, but try to view it from a different angle.
Empathy
Lots of changes, like layoffs or cutbacks, are hard to take, whether they were directly affected or not. Excessive positivity may not be called for in these cases. However, compassion and empathy certainly are.
Remind your employees that you’re still on their team and that you’ll be working with them during whatever comes.
Even when the change isn’t such a misfortune, saying things like, “I understand,” “I hear you,” and “I get it” can show empathy in tough situations.
Curiosity
Looking for answers and not finding any is intensely frustrating. When you announce a change, your employees will be full of questions—how it will affect them, why it's happening, when it will be implemented, and what are the gritty details. Be able to answer them all.
For one, you’ll be more prepared. More importantly, your employees will also be more prepared and confident, making whatever change that’s occurring go smoothly.
Advocacy
You and your direct reports don’t always need to welcome change with open arms. There are a lot of times when change is problematic for your team.
If the change is coming from higher-ups, advocate for your team. Push back on negative changes in order to preserve camaraderie, efficiency, and the mental health of all employees.
If you’re in charge of the change, be open to feedback. Your employees will want to advocate for themselves. Listen and make adjustments if necessary. If adjustments aren’t possible, discuss exactly why and show empathy.
Do you feel like you need more help getting ready for a big change coming your way? The REDC at Yavapai College has a number of courses available to you:
- Change management
- Leading and managing change
- Certificate for managing change and resolving conflict
See our full list of courses aimed at supervisors and managers for even more leadership training.
Examples of Positive Change in the Workplace
“Positive” is such a subjective term. Change can affect everyone differently, whether it’s a large corporate acquisition or a new point of sale system for a small restaurant.
However, most kinds of change can be viewed as positive in some way. For example, some examples of positive changes in the workplace are:
- A new generation of employees entering the workforce
- New employees in leadership positions
- Expanding a business
- More relaxed office policies
- WFH flexibilities
Remember, though some change indeed benefits everyone on your team in inarguable ways, a lot of change is considered positive if you make it so.
Get More Leadership Training at the REDC
The REDC is here to help both job-seekers and employers. With custom corporate training and regional services for businesses in Yavapai County, you can be prepared for whatever comes your way. We tailor corporate training to whatever your business needs.
They say the only constant is change. Usher it in with confidence by partnering with the REDC.