Are you finding that employees are balking against more change in the workplace? Are you struggling to try and convince them that change is a necessary part of Organizational Growth ?
Many of the leaders I am working with are finding this a frustrating reality. Employees are putting up blockers to any newly suggested changes to schedules, product delivery, technological advances, and competitive strategies. Despite the fact that all of these changes are ones the owners and leaders emphasis NEED to happen. So what can you do to help your employees adjust and bring these changes to life? It starts with understanding why resistance happens and learning how to properly address it.
It seems simple right? Just Value your employees. Ensure they feel Inspired to work hard and contribute. Support their needs and take the time to Hear their concerns. Why then is it so hard to actually bring this to life in an organization? Why do so many employees report not feeling this way and link it to a KEY REASON why they quit?
During the development of my book Knowing Who You Lead- a business guide for leaders and teams I surveyed employees to learn more about what makes a great leader, why they leave organizations, and what they wish their leaders knew about them. It fundamentally came down to V.I.S.H.
So often when I ask leaders about the most challenging part of their role.... the answer is managing employee performance. Many say they find it easier to manage people who are excited to come to work, always give a 150%, thrive to learn more, and are loyal to the company. The challenge often comes with employees who seemingly "don't want to work" , "seem to struggle", "don't get along with others", and are always causing "issues". In these cases, leaders and supervisors have to choose a more direct-coaching style of leadership, while remaining supportive and encouraging growth. The process can be exhausting and frustrating. However, there are some strategies you can implement to ensure you are holding people accountable AND encouraging change.
As a Job Interview Coach I am often asked "How do I apply for a job I have never done?" "How do I convince an employer that I have what it takes to be effective in this new position?" As a leadership coach I get the same question from supervisors and managers "Why should we hire them? They haven't even done the job. How can we determine if they are a good fit?"
Let me answer these questions by sharing with you what I have learned from becoming a farmer.
Believe it or not each time your team has a disagreement, it offers them an opportunity for growth. The hard part is allowing the growth to take place.
Carrie-Lynn Hotson is the author of Knowing Who You Lead, has created a series of blog posts to generate discussion, insight and inspire transformational leadership growth.