Change can be scary. There’s no doubt about it. And, as leaders, it’s our duty to help our organizations navigate change seamlessly. Sometimes this voyage may seem like a trip down The Nile. Change can evoke anxiety, stress and fear for our employees.  Fortunately, it is possible to reduce employee stress (and the turnover that comes along with it) with effective change management.  Being an effective leader means managing change by understanding what factors influence behavior, how to address employee concerns and manage resistance. Addressing employee concerns can help reduce turnover and encourage engagement. The Society for Resource Management currently estimates that replacing an IT employee costs $80,000.  They also previously estimated that it costs $3,500 to replace each employee earning $8.00 an hour; another incentive to better manage change at our organizations. So, what can we do? Where do we start?

As leaders the area that can seem most intimidating is receiving resistance to change from staff. The best leaders learn resilience by focusing on areas they are able to control.  Even in the midst of change, people are able to control emotional responses, influence the change and take care of themselves. People practice resilience when they:

•  Assess the situation at hand

•  Consider solutions and actions

•  Select the best choice

•  Take action

•  Learn what does and does not work

•  Modify actions or behaviors to achieve results

Any leaders who feel that they react out of resistance, rather than acting with resilience, can benefit from creating a personal action plan.  By enhancing their change management skills, leaders will be equipped to address problems and manage resistant employees.

Observe reactions to change.  Leaders need to link organizational goals to their employees’ drives, needs and wants. This starts with observation.   Observing and assessing personal and employee responses to change, provides leaders with the opportunities to address problems and find appropriate solutions, once assessments are made, problems must be addressed at the process and behavioral levels.

Clear and constant communication is essential to managing resistance at the process level.  Various studies confirm that most failed changes are directly related to poor management and communication.  Successful leaders understand that effective communication reduces resistance and motivates change.  Articulate a clear vision of the future:  Engage employees by explaining how change is necessary for long-term company success.

Identify goals for change and explain why the change must happen:  Outline how change will help achieve specific goals. Communicate clearly about issues and respect dissenting opinions:  Allow employees to voice their opinions, even if they are negative.  They will be more open to change if they feel their opinions are heard.

Companies that invest in change management programs, (such as the Change Management workshop offered by NorthStar360) are statistically more successful than companies that do not. When all is said and done, effective change requires effective change management.  Smoothly implemented organizational change reduces employee stress which saves money by reducing turnover and increasing productivity.  Managing change effectively takes work, but the long-term fiscal and emotional payoff is worth it.