How can you motivate and engage employees during a change initiative?

Change is inevitable, but not always easy. Whether you are implementing a new policy, system, or strategy, you need to consider how it will affect your employees and how to keep them motivated and engaged. In this article, we will share some tips on how to do that, based on public administration principles and change management best practices.

1 Understand the impact

The first step to motivate and engage your employees during a change initiative is to understand how the change will impact them, both individually and collectively. What are their concerns, fears, or challenges? How will the change affect their roles, responsibilities, or performance? How will the change align with their values, goals, or expectations? You can use surveys, interviews, focus groups, or other methods to gather feedback and insights from your employees. This will help you to tailor your communication, training, and support strategies to address their needs and interests.

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Emőke Péter
Communicate openly and transparently: Keep your employees informed about the changes that are happening and why they are happening. Encourage them to ask questions. Provide opportunities for growth and development: Offer training and development programs that help employees acquire new skills and knowledge. Encourage collaboration and teamwork: Foster a sense of community and encourage employees to work together to achieve common goals. This can help build trust and improve communication. Lead by example: Be a role model for your employees by demonstrating the behaviors and attitudes that you want to see in them. Be flexible and adaptable: Be willing to adjust your plans and strategies as needed to accommodate changing circumstances.
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2 Communicate the vision

The second step to motivate and engage your employees during a change initiative is to communicate the vision and purpose of the change. Why is the change necessary? What are the benefits and outcomes of the change? How does the change align with the mission, vision, and values of your organization? How does the change support the public interest and service delivery? You can use various channels and formats to communicate the vision, such as newsletters, webinars, videos, or meetings. You should also use stories, examples, or testimonials to illustrate the positive impact of the change and to inspire your employees.

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Kiran Mann

On a mission to build THO (The Happy Organization) | Leading the JOY Movement | CEO at Brar's | Forbes Author | Business Sustainability, Leadership & Growth Strategist | Keynote Speaker
Clarity of vision is always the starting point in business. Hence walking them through where we are going, why are we going and then explaining why the change is being done and how it is supporting the vision will allow the team to understand the change. As a next step, how it impacts them and how they will be communicated and supported throughout the process , will get them engaged and encourage contribution to the cause . Clarity of progress by measuring the change which encourages them to see the positive impact of their hard work and efforts fuels the whole change project and harmonizes the team together .
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3 Involve and empower

The third step to motivate and engage your employees during a change initiative is to involve and empower them in the process. How can you solicit their input, ideas, or suggestions? How can you leverage their skills, knowledge, or experience? How can you delegate some tasks, decisions, or responsibilities to them? How can you recognize their contributions, achievements, or efforts? You can use various methods to involve and empower your employees, such as workshops, brainstorming sessions, pilot projects, or feedback loops. You should also provide them with opportunities to learn, grow, or develop new competencies or capabilities.

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4 Address resistance

The fourth step to motivate and engage your employees during a change initiative is to address resistance and overcome barriers. What are the sources, signs, or symptoms of resistance? How can you identify, prevent, or resolve conflicts or issues? How can you address the emotional, psychological, or behavioral aspects of resistance? How can you create a culture of trust, openness, and collaboration? You can use various techniques to address resistance, such as listening, empathizing, coaching, or mentoring. You should also provide them with resources, tools, or support to cope with the change and to overcome the challenges.

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5 Monitor and evaluate

The fifth step to motivate and engage your employees during a change initiative is to monitor and evaluate the progress and results of the change. How can you measure the performance, outcomes, or impact of the change? How can you collect, analyze, or report data or feedback? How can you track, review, or adjust the change plan or strategy? How can you celebrate the successes, milestones, or achievements of the change? You can use various methods to monitor and evaluate the change, such as indicators, dashboards, surveys, or reports. You should also use the findings, lessons, or recommendations to improve the change process and to inform future change initiatives.

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6 Sustain and reinforce

The sixth and final step to motivate and engage your employees during a change initiative is to sustain and reinforce the change and its benefits. How can you ensure the continuity, consistency, or integration of the change? How can you embed the change into the policies, systems, or culture of your organization? How can you reinforce the behaviors, values, or norms that support the change? How can you maintain the momentum, enthusiasm, or commitment of your employees? You can use various strategies to sustain and reinforce the change, such as policies, incentives, rewards, or recognition. You should also use the change as an opportunity to enhance the performance, satisfaction, or engagement of your employees and your organization.

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Mario Ortiz

Sr. Director HR @ Nissan | Executive MBA, IPADE
Partiendo de que toda situación de cambio provoca incomodidad y muchas veces favorece el cansancio organizacional. Mi postura es más acerca de cómo inspiras al otro a movilizarse. Recientemente leía que muchas veces en los procesos de cambio se critica al mensajero, por la credibilidad que tiene para impulsar el cambio. Sin embargo, para inspirar la movilización, es importante encontrar etapas tempranas de involucramiento, de co-creación. Cuando esto es posible, la perspectiva de cambio se amplía, y las acciones que se sugieren tienen en esencia la voz de aquellos que serán parte del cambio. Provocar diálogos oportunos, enfrentar los conflictos tempranos y encontrar la narrativa que toque el corazón y la razón de la gente es clave.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Sussan Esse Porras

Consultor Senior /Control de Gestion, Planificación Estratégica, Diseño y Gestión de Procesos/ Transformación Digital/ Adaptación para el Cambio (D.O).
Informar que se va a hacer, para que y por qué…. De forma tal de aminorar el efecto de la incertidumbre y los rumores de pasillo. Trabajar con el equipo directivo de forma tal de identificar brechas en relación a conocimientos, habilidades y posturas y expectativas frente al cambio. Generar un plan de trabajo que recoja propuestas lideradas desde la base organizacional que se ajusten a requerimientos y/o expectativas de Plana mayor de la organización, pudiendo además ser conducidas por la línea de trabajo que disponga del expertiz y competencia legal respectiva. En este sentido impulsar y promover liderazgo distributivo

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How can you motivate and engage employees during a change initiative?

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1 Understand the impact

2 Communicate the vision

3 Involve and empower

4 Address resistance

5 Monitor and evaluate

6 Sustain and reinforce

7 Here’s what else to consider

Public Administration

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