{"id":133635,"date":"2020-07-29T16:19:56","date_gmt":"2020-07-29T14:19:56","guid":{"rendered":"https:\/\/gamestrategies.io\/blog\/how-to-manage-change-and-build-employee-commitment\/"},"modified":"2024-11-01T17:17:02","modified_gmt":"2024-11-01T16:17:02","slug":"how-to-manage-change-and-build-employee-commitment","status":"publish","type":"post","link":"https:\/\/gamestrategies.io\/en\/blog\/how-to-manage-change-and-build-employee-commitment\/","title":{"rendered":"How to Manage Change and Build Employee Commitment"},"content":{"rendered":"

Change is inevitable in any fast-paced business environment, no matter the industry or size of the company. It can also take place in many forms: mergers and acquisitions, global or regional expansion, downsizing or outsourcing of the workforce, branch closures, the introduction of new products, etc.<\/p>\n

Then again, humans are known to be strong resistors of change. Most of us want to stick to the status quo. We want to do things the best way we know-how, and using the tools, knowledge, and resources we\u2019re used to using. As a business leader, therefore, you have to introduce change systematically using workable corporate strategies, technologies, structures, and procedures. That\u2019s where change management comes into play.<\/p>\n

Change management involves more than just installing new processes, introducing new products, formulating new marketing strategies, hiring new talent, and adopting new business approaches. It also means helping existing employees adapt to change while minimizing negative outcomes. Note that organizational changes may have far-reaching, sometimes overwhelming, impacts on the workforce and may carry with them legal implications.<\/p>\n

This article highlights 5 steps for managing major organizational changes and reinforcing employee commitment.<\/p>\n

1. Explain to employees that the \u201cstatus quo\u201d is no longer acceptable<\/h2>\n

Because it\u2019s what they\u2019re used to, team members tend to want to protect the status quo. It\u2019s your duty as a leader to create a sense of urgency in ditching the current state of affairs in favor of better, more streamlined practices. Explain the new competitive realities that the organization will benefit from by implementing the necessary changes — and the potential crises that could stem from being resistant to change. Help them visualize market changes as they happen so they can appreciate the urgency of organizational change. This change could come in many forms: a digital transformation, a change in demographic and social trends, new government regulations, etc. Once the workers understand that the status quo is no longer acceptable, implementing the changes becomes easier and more effective.<\/p>\n

2. Introduce change in stages<\/h2>\n

Rushing to implement changes is risky because, as we mentioned, change can be overwhelming. That\u2019s why you should introduce change in small, manageable phases. Here are the 4 steps that we recommend:<\/p>\n