How to motivate people during times of change

How To Motivate Employees During Times Of Change

When organizations are in flux, employees may experience an array of emotions ranging from anger to fear of losing their jobs. Employers may struggle to establish a sense of security while the organization progresses through the necessary stages of change. Organization wide, it may seem impossible to motivate employees to embrace the process of change. However, much of the opposition to organizational change initiatives can be mitigated through a deeper understanding of what motivates employees on an individual level.

Most employers recognize that the success of change often lies on the shoulders of employees as much, if not more, than upper management. Therefore, understanding what can be done to motivate individual employees to embrace change represents a critical imperative for leadership.

How To Motivate Employees During Times Of Change

The following is an excerpt from a whitepaper, titled How To Motivate Employees During Times Of Change.

Why Is Motivating Employees Through Times Of Change So Hard?

There are many potential pitfalls that can arise when implementing major changes. Not gaining enough input from employees before or immediately after the change is announced is a big one. This often leads to perceptions of injustice and a feeling of anxiety on what the change means on an individual level.

How Managers Can Do A Better Job Gaining Input

Not all corporate changes can be immediately discussed outside of the C-suite. However, as soon as appropriate, employees at all levels should be asked to participate in change-related decisions and encouraged to provide input. In particular, employees who highly value innovation and have a strong desire to influence the planning and execution of changes.

Likewise, they will feel valued, considered, and motivated by employers who place a priority on soliciting their input during the change management process. As Senior Writer for Inc. Ilan Mochari states, “Executives tend to believe that planning will be faster and more efficient if fewer people
participate. Here’s the rub: they’re right. But the goal shouldn’t be fast or efficient planning. It should be creating a plan that actually works, over a long time.”

Leaders who connect with the individuals who will ultimately be affected by and responsible for implementing the change will be more successful in leading change initiatives. Even small amounts of listening and feedback gathering can go a long way for individuals that value being involved in change. In addition, individuals who are in the trenches within the organization are more in tune with potential hiccups, delays, or issues that will present themselves down the road if not proactively addressed.

Download The Full Whitepaper

Download the whitepaper, How To Motivate Employees During Times Of Change, for more insights on motivating employees during all types of change.

Read more about motivating workers on this post.