Your team member is resisting company culture changes. How can you help them progress in their career?

Want to help a teammate struggling with the new company changes? Here's a tip: become their "change champion." First, listen closely. What worries them most about the shift? Is it the unknown, feeling like their role might change, or maybe a clash with their values? By truly understanding their concerns (think empathetic ear), you can build a bridge. Remember, change can be scary. But by acknowledging their feelings, you can help them see how the company's direction aligns with their own career goals. It might even spark some exciting new possibilities.

Here’s a structured approach to help them: Understand their perspective Clarify the changes Highlight career implications Identify skill gaps Set clear expectations Provide mentorship Gradual integration Recognize small wins Connect to personal values Offer new responsibilities Regular feedback Address performance implications Explore alternative roles Encourage self-reflection Provide a broader perspective By taking a comprehensive and empathetic approach, you can help the team members understand the importance of the cultural changes and how they can leverage these changes for their career growth. This support can lead to a more positive attitude towards the transition and greater alignment with the company's goals.

Be open to give a helping hand. To really help your team member with the cultural changes, start by getting to the bottom of what’s bothering them. Have a straightforward chat to figure out why they’re feeling hesitant. It could be fear of what’s coming, worry about their job, or just not jiving with the new direction. Make sure to listen well and show you get where they’re coming from. This can make it easier for them to get on board and might even show how the changes can work in their favor career-wise.

I highly recommend using a reference model to help you manage these change situations, for example you can research the Kotter 8-step change model. Start by explaining the reason for the changes, your team must understand what makes them so necessary right now and create a sense of urgency. These two steps will help you get buy-in from your team: 1. Listen to them without judgment, understand their concerns and frustrations; also let them know that they will not be alone in this process and that they can count on you. 2. Make sure you have some team members who are more proactive and on whom you can anchor the change. They will help you move toward your goal with more confidence.

Understand your teammates: Ask your team members what their strengths are and pay attention to what they do well. Give people opportunities to use their strengths. How to discuss concerns about a team member's performance professionally: 1. Maintaining Team Morale-When concerns about a team member's performance are left unaddressed, it can negatively impact team morale and overall productivity. 2. Professional Development-Constructive feedback and discussions about performance issues provide opportunities for the team member to improve and grow professionally. 3. Preserving Team Dynamics-Addressing concerns professionally contributes to maintaining positive and supportive team dynamics

Communicate with the team member to determine their "what's in it for me." Once you understand their motivations, use this to build trust. Collaboratively set goals that incorporate both the company culture changes and the team member's career objectives. This approach shows that you value their input and can help them see the personal benefits of embracing the changes, facilitating their career advancement.

Being owner of a small company I can totally relate with this question. Being a small company, processes are not well defined. He has been following his way of doing things which is a cause of concern for the company. Explained his several times about better way to get more organized but he is resistant to follow due to extra efforts involved. As a solution, I am working with him to show him the benefits of new approach by actually doing it along with him. Hopefully he will realise and cope up with new process. Being a small company, I have luxury to do that but for big companies it may not be possible to work along with employee. I can not think of any other way to bring new process into action. No force, we learn & grow together.

The culture of a company is defined by its values. It's important to understand the company's values from a skills perspective. Say, Amazon has "customer obsession" as one of its 16 values. It means, during the recruitment process, they will pay attention to people who are good communicators, listen actively and have empathy.

Sometimes people are resistant to something they don't understand or don't see the point of it. If you do, for team cohesion it's best to help them understand rather than go in their direction. And if you are the one in the resistance seat, try to open your mind to new pov and discuss your concerns to try and get a better understanding of the situation.

It's so important to understand someone's concerns and then to offer support in overcoming these concerns. Change can be tough for people, regular communication and check in to ensure things are on track can be very reassuring. Feeling like you are in the loop, fully understanding the process, and that you are supported are key to change being successful.