It’s no secret that the COVID-19 pandemic and the Great Resignation have left their marks on today’s workforce. With the “Great Resignation 2.0” threatening to rear its ugly head, the working landscape has never felt more unstable. As employees quit or fall prey to the hundreds of companies directing massive layoffs, responsibilities continue to shift. Meanwhile, the remaining employees are left to find a new balance. As more workers disapprove of changes within their organization, it is up to HR leaders to build a change management program that is both effective and easily adaptable.
The Problem with Change
According to Visier, 72% are open to new career opportunities (with 27% actively searching), representing a strong dissatisfaction within the workforce. Amplified by the fact that 76% of employees trust their employer (a drop from 90% in 2022), the need for employee support is stronger than ever.
Various factors may influence employees to leave their company, but the stress buildup from change fatigue cannot be ignored. A Gartner survey reports while 74% of employees supported organizational change in 2016, only 38% felt the same in 2022. Of those experiencing change fatigue, more than half of respondents did not plan to stay with their organization.
Although change is inevitable within an organization, HR leaders can design an effective change management plan that encourages employee retention and fosters a supportive work culture. Here are three strategies to try out within your organization.
Effective Change Management Strategies
1: Communicate with Clarity and Purpose
The foundation of every successful change management plan involves a roadmap with clear goals and expectations. Ensure employees have a complete understanding of how their responsibilities will appear under the new changes and offer training where necessary (especially if changes involve new technologies). Through clear communication, employees can trust the process and feel supported during the transition.
2: Co-Create the Change Journey
Just like how organizations will eventually go through changes, so will plans. Listen to employee feedback to learn what solutions worked and what made the changes more difficult. It’s important to build flexibility within the plan to allow for adjustments in team procedures as needed. By ensuring employees feel heard and supported, HR leaders can cultivate a work culture where employees thrive.
3: Harness Change for Career Advancement
Rather than viewing required changes as burdensome, they can be framed as valuable opportunities for growth. As responsibilities evolve within the organization, presenting these shifts as chances for employees to enhance their skills can be highly motivating. Through this approach, employees can receive the necessary experience to excel in their current roles and advance within the company to achieve their long-term career goals. By positioning change as a pathway to professional development, employees are more likely to embrace it.
Embrace Change, Empower Success
In an era marked by unprecedented shifts and challenges, the role of HR leaders in guiding employees through change has never been more crucial. Ultimately, a well-crafted change management strategy will support employees in navigating transitions and strengthen the organization’s resilience in the ever-evolving working landscape.
