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Here is the next addition of tips from the Facebook page:
Lean
Tip #1711 - Involve Employees in the Change Process.
Employees
are not so much against change as they are against being changed. Any time
managers are going to implement organizational change, there is always a lag
between the time the change has been discussed at the management level and the
time the change is going to be implemented. The sooner you involve employees in
the process, the better off you will be implementing the change. A formal
communication channel is more effective at implementing change than a negative
informal one.
Lean
Tip #1712 - Be Firm, Committed, and Flexible.
As
you introduce a change, it is important that you see the change through to completion.
Abandoning it halfway through the change process accomplishes two negative
impacts. First, it destroys your credibility. Second, it tells every employee
that if you take the stance of a dinosaur, the change will pass by, even if you
lose your job and become extinct in the process. Remain flexible, because you
will have to adapt to situations to successfully implement the changes.
Lean
Tip #1713 - Keep a Positive Attitude.
Your
attitude as a manager or supervisor will be a major factor in determining what
type of climate is exhibited by your employees. Your attitude is the one thing
that keeps you in control. Change can be stressful and confusing. Try to remain
upbeat, positive, and enthusiastic. Foster motivation in others. During times
of transition and change, try to compensate your employees for their extra
effort. Write a brief note of encouragement on their paychecks; leave an
affirming message on their voice mail; take them aside and tell them what a
great job they are doing; listen to their comments and suggestions. Last, try
to instill organizational change as a personal challenge that everyone can
meet…with success!
Lean
Tip #1714 - Ask Employees for Commitment.
Once
the change has been announced, it is important that you personally ask for each
employee’s commitment to successfully implement the change. It is also
important that you assure the employee that if there are problems, you want to
hear about them. If a negative employee does not tell you, they will tell other
employees why the change will not work.
Lean
Tip #1715 - Set the Tone for Change
Many
organizations never set the tone for change to occur. Employees fall into a
routine, become comfortable in their environment, and feel deceived if changes
are on the horizon. Mix things up and challenge employees. Set the tone that
the organization is evolving and change is certain.
Lean
Tip #1716 - Listen to People Who Work the Front Line
Seek
advice and opinions of people in front line positions in your organization.
People who interact with outsiders and co-workers on a daily basis will
understand what needs to be changed and how it can impact work processes.
Lean
Tip #1717 - Celebrate Milestones and Small Wins in the Process.
In
today's organizational environment, change is a constant. Even though the
vision may be communicated clearly, it is still "out there." If one
waits until the vision is achieved before celebrating, then the recognition of
success may always be just out of reach. Leaders celebrate small wins and steps
in the right direction. This recognition shows that the change is worth the
effort and motivates employees to continue striving toward the vision.
Lean
Tip #1718 - Effectively Engage Employees
Listen,
listen, listen. If there is another piece advice that a company should take,
it’s to receive and respond to the feedback that is provided by the employees.
They are the ones making sure that all the clients are happy and that all the
work gets done, so keeping them in the loop is vital.
Understanding
that no two employees are the same is another important tactic to use when
trying to understand the employee’s concern. Being able to realize that there
are going to be many different reasons for opposition depending on the person
is pertinent, because then managers can tailor ways to work out these problems.
Lean
Tip #1719 - Break the Change into “Bite-Sized” Pieces.
Smart
leaders understand that people need both information about the reason behind
the change and time to adjust to it. They also realize that they can’t wait
forever to get everyone to commit to the new direction. So, they break down big
changes into small pieces that people are most likely to accept quickly. By
moving forward in small steps, smart leaders move their organizations with
frequent, continual and steady forward progress rather than through periodic
big jumps.
Lean
Tip #1720 - Build Positive Momentum.
When
you break larger changes into smaller, more manageable, bite-sized pieces,
smart leaders position themselves to build positive forward momentum. Smart
leaders know that an early failure or setback can create more resistance later
– even if they do manage to overcome it.
Building
a record of quick, early wins helps people accept the upsets that will happen
on the way to success. Smart leaders understand the power of momentum – either
positive or negative. Break changes into small pieces that improve your odds of
success, and then pick the highest probability of success steps as your first
move.
Lean
Tip #1721 - Establish an Impeccable Standard of Excellence.
Set
high expectations at the outset and raise the bar on any crucial factors. The
best way to establish a standard is by modeling the expected behavior yourself.
Showcase excellence. When your actions have the potential to affect everyone
around you and the bottom line, don't dabble in mediocrity. Reflecting
excellence is critical to exercising effective leadership. This is ground zero
for establishing influence.
Lean
Tip #1722 - Value People and Nurture Relationships.
Top-notch
people skills are vital to sound leadership. Develop premium listening,
communication and decision-making skill sets. Demonstrate integrity by being
open, honest and fair.
Your
transparency will reap clear rewards. If you treat people well, most will be encouraged
to return the favor. By elevating the importance of people and relationships,
you enhance your ability to relate to others in an authentic and meaningful
way.
Lean
Tip #1723 - Be Part of the Change.
Adopt
an attitude of anticipation and excitement. See change as an opportunity. Get
involved in new committees and work teams. Be an influencer and driver of
change. That way you will feel empowered and less fearful. See the positive in
the way forward.
Lean
Tip #1724 - Communicate Effectively to Avoid Fear
During
workplace change, many employees probably experience a fear of the unknown.
Therefore, effective communication is vital. When the lines of communication
malfunction, harmful rumors and rumblings among the workforce can occur. Strive
to create an environment where pertinent information about changes is
communicated to employees as quickly and completely as possible. Also,
establish effective channels for workers to address leaders in order to assuage
their fears about changes.
Lean
Tip #1725 - Employee Involvement is Vital
All
change efforts should involve employees at some level.
Organizational
change, whether large or small, needs to be explained and communicated,
specifically changes that affect how employees perform their jobs.
Whether
it is changing a work process, improving customer satisfaction or finding ways
to reduce costs, employees have experiences that can benefit the change
planning and implementation process.
Since
employees are typically closest to the process, it is important that they
understand the why behind a change and participate in creating the new process.
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