Everyday in the workplace, teams of people are brainstorming better ways to engage, market, and develop your product or service. With these developments comes the change. While change in the workplace can lead to many new opportunities and great things for the future, as a leader, the important part is getting your team on board too.Let’s face it, some people don’t like change, but it’s here and it’s necessary. Resistance is not always a bad thing. It means your team is listening and taking notice. So, it’s not about arguing back and forth, but about opening the lines of communication and converting negative emotions into positive ones by adding in new ways of thinking.

Here are some ways to deal with change in the workplace and how to guide your team through it.

#1. Be Involved and Communicate. I don’t mean sending out a memo to your team about the upcoming changes. Don’t provide management with the new policies and let them carry it out. It’s important that your team sees and understands the reasoning behind the change, not just a “because I said so”. Help them understand what benefits they can get from these changes and how it will impact their work.

#2. The Big Picture. It’s important to show your team the big picture. They need to know that these changes will make the future fun and exciting. Make everyone involved in the process, if you are able. It’s a great opportunity to create objectives together as a team. Focus on the end goal and why this is exciting. Provide a plan or the scheduled execution.

#3. Stay Connected. During times of change, there are going to be good days and bad days. It’s a good idea to have regular team meetings to keep everyone informed and up to date on changes that have happened or will happen. It’s a way to keep spirits high, the momentum going and keep the lines of communication open.

#4. Revisit the Change. It’s a possibility that the changes you want to implement may not be the best ideas. Listen to your team. Can the changes be amended or adjusted to work better? If so, meet with your team, the ones affected by the changes and get an update. Ask them what they think can be done to make the changes even better. Ask them to provide feedback and what they would do differently. Perhaps they see more efficient way to get to the end goal. Be open to it and allow them to lead the change with you and not just for you.

Remember that these people are a part of your team for a reason. They know the ins and outs of their various positions and can offer some insight for these changes. Lastly, keep in mind that the idea won’t be sold 100 percent on the first go round. It’s okay for them to resist and it’s okay for them to question the changes. Address their concerns and keep the lines of communication open and honest!

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