Engaging Employees for Change

Q: What apprehensions hold back employees from accepting change?

@Being HR - Fear of the unknown, what's in it for me, own comfort zone, more responsibilities, may hold back employees from accepting change.

@Vivekparanjpe - Logic for change has to be explained. Need for change must be felt. Conviction of leaders has to be seen.

Q: How can organizations communicate for employee buy-in?

@Mayankkrishna - Be approachable. Leave the comforts of ivory tower and meet employees at every level. Become friend, philosopher and guide.

Q: How can organizations make change stick?

@Chans1965 - Try Feviquick. Even Fishy Things Stick.

@BeingHR - Reinforce the change by sharing progress, regular updates and conducting a dip stick survey, sharing finding, feedback.

@Sundertrg - The 'sprinkling' over a period of time approach works better than one time 'downpour' approach, when it comes to stickiness.

Q: In what ways can leaders effectively address employees' emotional reactions to change?

@Eklavyasinha - By allowing them space. No one goes from 'hearing about change' to 'committing to change' overnight!

@Pranabchakrab - Creating communities around the change initiative can help building the conversations at a faster pace.

Q: How can employee's readiness for change be gauged before a culture change initiative is rolled out?

@Sundertrg - Checking Leadership readiness > checking employee readiness while driving change programs #chrdx.

@JaganPalukri - Focus on creating the 'need' first and then the readiness will automatically follow.