Let’s say you always make strawberry shortcake for everyone’s birthday at the office, but this time your manager tells you to make a carrot cake with no explanation. If you only know how to make strawberry shortcake, you’re going to be annoyed that you have to put aside what you know and have perfected to take on a new recipe you’ve never made before. Since it’s not your tried and true, you resist the change or decline to do it.
Although the cake analogy is oversimplified, it represents how employees feel when their asked to do something new without being told why. Without context, the simplest of requests can turn into a major issue. With context, employees are likely to adapt better and faster.
Back to the cake situation: If your manager had said that the carrot cake was for your favorite new co-worker who was allergic to strawberries, that context might change your answer. You would be more willing to make the cake now, or at least help find a solution. Maybe carrot cake could even become your new specialty?
If your company’s employees are resisting change, try reviewing your change management plan to ensure it’s offering context in addition to only stating changes. It is essential in today’s fast-moving and constantly evolving business world to build in that pause upfront to be sure you’re always connecting change to the ultimate big picture and vision. This helps ensure employees aren’t blind-sided, increases goodwill in general and helps people feel good about the changes they are incorporating.
An effective change management plan helps your employees be successful. And, what’s a great way to celebrate success? Cake!
Let us know of any change management strategies that have worked for your organization.