7 Keys to Help Employees Navigate Change in Uncertain Times

Change is about the only certain thing in the workplace today. So HR pros need to help employees navigate change year-round. 

In fact, your guidance to managers and employees is critical because 64% of employees are overwhelmed by the amount of change in the workplace, according to a LinkedIn survey. Nearly 70% said they seek help to deal with it.

“Employees may feel unsure and fearful about any new direction … or change they are forced to deal with,” says Kate Zabriskie, President of Business Training Works, Inc. “As their leader, their cues on how to act and feel will come directly from you.”

Build, Tweak Action Plan

The best way to lead through change: Build an action plan that preserves your culture and makes way for progress.

Here’s a seven-step plan to help your people navigate change. Keep it as a guideline, and tweak it with each unique change your organization faces:

1. Clarify Goals

Clearly define objectives and how the company and its leaders will support employees throughout the change.

This does two important things: gives employees a firm sense of what they’re moving toward and a picture of their roles and level of support throughout it.

2. Identify Champions

Some front-line managers and influential employees can be champions for the changes because they:

• Have experience in relation to the changes
• Adapt quickly, and/or
• Support change.

Identify them early and ask them to be team leaders in early adoption, peer training and building confidence with the changes.

3. Map the Move

You’ll have to address processes, goals, expectations and tasks.

To give your people some stability through the changes, draw an outline that shows current processes, goals, expectations, tasks, and what they’ll look like when the change is completed.

You don’t need the exact road map on how you’ll get from one end to the other. Leave that area flexible for input from managers and employees as they roll with the changes.

4. Regularly Recalculate

Change doesn’t happen in a linear path. You’ll have setbacks and great strides.

The key to handling them is to continually communicate with the team on progress (this deters gossip, too) and get input on how to get to the next step.

5. Recognize, Face Challenges

With change comes challenge, which can’t be swept under the rug.

Share what you think can go wrong early, and ask employees for ideas on how to avoid the issues. Tell them about roadblocks as soon as you hit them, so you can ask for feedback.

6. Honor the Past

Change often means ditching the old way of doing things. That can unsettle some employees who’ve always done things the “old way” and upset managers who created the “old way.”

That’s why it’s important to recognize how past efforts, projects and ideas paved the way for the change. And don’t toss everything to the curb immediately. You might find, throughout change, that some original ideas and processes still work best.

7. Set New Standards

Re-clarify new expectations – from performance goals to behavior standards – when you make the changes and hit the goals. Continue to motivate managers and employees by telling them you’re proud of their adaptability and confident in their abilities to meet evolving expectations.