When facing new projects or policy in the workplace, employees are sometimes hesitant and resistant to welcome any new changes at work, especially it affects their workflow. In order to know how your employees will react with upcoming changes and new projects, you need to devise ways to prepare your leadership team and your employees to embrace these changes.

Consider doing these before introducing any changes or new projects in your Company

1. Classify the type of team members who are working for you. Find out what dispositions your employees belong to:

  • Optimistic– individuals who can see every situation to be positive
  • Pessimistic– team members who tend to see more of the negative
  • Doer– employees who just follow suit whatever new tasks management gives them
  • Analytical– analyzes and tries to understand situations before deciding or making any actions
  • Organized– ability to organize everything and plan an approach to adapt to upcoming changes
  • Supportive– abides with the company management’s policies
  • Vision Oriented– discerns their career path and the future of the organization

Employees naturally fall into any of these categories. As an Employer, it would make a huge difference if you can recognize each of your team members under which types they belong to. You can classify them according to the reactions and level of interests that they express when new projects are being given to them. Once you know which of them belong to these types, it will be easier to predict the reactions that they will have, which you can prepare for. For example, if you have  an ‘Analytical’ employee, the proper way to convince him/her is to share more details about the project so they can plan their approach.

2. Be transparent and positive about the future. Let everyone know about your plan even to those who are not part of the decision making body. Letting everyone know about company events and upcoming changes will create a positive impression in the workplace. Tell employees that there are positive changes that are going to happen to make them look forward to the future. Letting everyone know about your plan, even the ones in the lowest heirarchy in the organization, will help lift their spirits up. One good example is the Apollo mission launched by NASA during the 1960’s; even the janitor knew what the goal was- which was to land on the moon.

3. Let them ask the question, “WHAT’S IN IT FOR ME?” If they can answer this question with enthusiasm, you can be assured that your employees will be doing their part with minimal supervision and hardly any resistance. It should be in the best interest of the employee. Not only does it need to be exciting for them, they also need to clearly see what they’ll gain out of the efforts they’ll put in.

4. The clearer they see the goal, the better they can perform. Let them pick the projects or the tasks for themselves if you can. Employees who committed to finish projects or tasks will do it. Ask for their commitments to complete their tasks and roles in the project. If possible, allow them to choose the time and deadlines so they can accomplish even more. Giving them some degree of control over what they are doing allows them to be more responsible. Observe them from a distance and later on you can provide them with the necessary feedback.

Some employers are heavy on giving praise which you could also do. Give them proper feedback a job well done and constructive feedback if they don’t arrive with expected results. Make your team feel important and proud of belonging to your organization. This further solidifies their commitment and their involvement; which makes them better employees for your organizations.

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