How to Get Employee Buy-in for Change

The essence of leadership is to create change. Leaders formulate plans for a better future for their organizations and influence others to buy-into their vision. They create a sense of urgency for the change and marshal the resources to make the plan a reality. While some employees welcome change, others find it uncomfortable. Therefore, every change initiative must include the active involvement of managers in helping their staff accept the new way of doing business. Employees go through four stages of acceptance when facing change in the workplace. By knowing the four stages, managers can predict employees’ reactions and help them to buy-into the vision.

Stage 1 Fear: Employees may feel threatened, confused or demoralized by the change. Managers must provide detailed information about the initiative and the rationale for the vision.

Stage 2 Resistance: Employees want to hold onto the old way of doing things and may be defensive, uncooperative or apathetic. Managers must provide skill-building opportunities to create new employee habits.

Stage 3 Compliance: Employees begin to accept the change; they are optimistic but cautious. Managers must continue to support both the initiative and their staff.

Stage 4 Commitment: Employees are now comfortable, confident and focused on their new habits. Managers must challenge their employees to find new and better ways to perform their jobs.

Work on getting employee buy-in for change this week.

For more information on how we can help you incorporate this week’s Best Practice into your organization, please visit: www.shaunhopkinsseminars.com

 

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