 |
| Author: Liliana Chitnis (Naman HR) |
Any organizational change,
whether it is technical or hierarchical, can become considerably stressful for
employees. And when it comes to leadership transition, it induces a lot of
uncertainty and resistance among employees. Will the new leader assemble the
right team? Will he/she be a worthy leader? Will he introduce new changes? All
of these apprehensions ultimately boil down to one thing: will the leadership
change be successful?
Here are 5 tips to make
this high-pressure transition successful and to ensure that employees stay
motivated and engaged during this leadership change:
1. Announce
the Changes to Eliminate Uncertainty and to Instil Confidence
The best way to ensure that
all the employees are aware of, accept, and commit to leadership change is by
declaring the policy changes as clearly and honestly as possible. Communication
is the key to keeping employees productive and motivated keeping employees
productive and motivated through leadership change. So, outline the actions
that are needed to implement the changes, so that your employees are well
prepared. When people have all the information they need, they can welcome
change and grow collectively.
2. Solicit
Employee Feedback to Promote Inclusiveness
Address all employee
questions as clearly as you can and collect employee feedback. When employees
feel that their opinions are valued and acted upon, they become more open to
leadership change and also contribute to implementing the ideas proposed during
the leadership transition. Also, when employee suggestions are put into action,
it reflects that the company cares about its employees and respects their
feedback.
3. Communicate
the Roles and Responsibilities as Openly and Clearly as Possible
Leadership change also
triggers changes in company culture, work environment and employee roles and
responsibilities. This creates a lot of stress and insecurity. People start
thinking about how this leadership change will affect their job. They want to
know if their daily workflow will remain the same or they will take over a new
role. And in case new job roles are created, they might also want to pursue
those opportunities.
So, one very important
thing that leaders need to address here is to clearly define the new roles and
responsibilities. This requires the identification of skill gaps and overlaps,
in the existing hierarchy. Working with an HR consultant at this stage will
ensure that you have a solid change plan and a blueprint to help people sail
through the leadership change successfully.
4. Organize
Training Sessions to Foster a Sense of Commitment
Companies that invest in
employee training and development programmes convey that they are committed to
shaping their employees’ careers. Job-related trainings also hone their
professional skills which in turn boost the company’s productivity levels and
profits.
5. Set
Performance Improvement Goals to Shift their Focus from Adjustments to
Efficiency
Performance improvement
goals will help employees shift their focus from the leadership transition to
their own professional development. These goals will not only set short-term
milestones for the employees, but will also bring them a sense of
accomplishment every time they hit their goals. This will add value and meaning
to their daily work and keep them motivated to perform.
Every employee goes through
the denial phase during the leadership transition. But before the resistance
hampers employee engagement levels and lowers employee morale, leaders can make
the transition efficient by using the tips mentioned above. Anticipating change
and having a plan in place will help leaders to deal with employee distractions
effectively and shift their focus towards productive tasks, paving the way for
better business outcomes.
Click Here for the latest articles by the Author.
Post a Comment