How to Navigate Change with Your Team

As the saying goes...change is inevitable. But the chaos and uncertainty surrounding it doesn’t have to be!

However, if there was ever a situation to test the second half of that statement…it would be rolling out change to your team.

Alas, this is also inevitable. There will come a time when you have to roll out a change or two to your team. It may be a small, relatively simple change like a desk shuffle or delegating a new task or it may be a bigger, more complex change like an entirely new process or policy that may require more information and even training.

When it comes to communicating any type of change to your team, you’ll find yourself dealing with a few different personality types; anywhere from the type that just goes with the flow all the way to the type that digs their little heels in and resist until the bitter end and everyone in between.

Regardless of the size and complexity of the change or the type of person, the success of whatever change needs to be implemented depends almost entirely on how well it’s rolled out and communicated.

Basically, this lands largely on your shoulders as their manager and how you communicate the change that’s coming will make all the difference.  But don’t worry, I’ve got you covered!

When I roll out and navigate change with my team, these are the steps I take.

Be Transparent from the Start

Don’t wait until the last minute to let your team know change is coming. Be clear about what’s happening, why it’s happening, and what it will look like when it’s complete. For most people, it’s not the change itself they fear, it’s the unknown on the other side of it. Being transparent can help reduce the fear of the unknown.

Ask for Input When Appropriate

Asking for your team’s opinion and input before any decision are made can go a long way to getting buy-in and engagement from your team. Particularly when it comes to changes that effect their day-to-day lives. You are more likely to get push back or resistance if your team feels they didn’t have a say in decisions that affect them directly.

Explain the "Why" Behind the Change

Help your team understand the reasoning behind the change. Connect it to the bigger picture—whether it’s improving efficiency, solving a problem, or adapting to new challenges. When they see the "why," they’ll be more likely to get on board.

Create Space for Questions & Concerns

Sure, in a perfect world you’d answer all your team’s questions before your they even had them, but the reality is there will be questions. This is a great opportunity to encourage open dialogue and let your team ask questions and share concerns without judgment. This could be in a group setting or one-on-one. The more questions that get answered, the more engaged and confident your team will feel moving forward.

Provide a Clear Plan for Implementation

Break down the change into simple, actionable steps. Give timelines, roles, and next steps, and any action items so everyone knows what to expect. A solid, well communicated plan makes the change feel manageable and the expectations clearer.

Follow Up Regularly

Don’t communicate the change once and disappear. Provide regular updates and check-ins with your team. I like to communicate the initial change to the whole team, either as an email or a meeting if appropriate, and follow up on an individual basis to see if they have any questions specific to them.

Above all else communication is key! The more your team knows about what’s happening, the less likely they’ll feel like the rug’s been pulled out from under them.

Need help navigating change with your team? Let’s chat—I can help you develop a game plan that works.

Have you hit any major road bumps when navigating change? How would you handle things differently now?

Let me know if the comments!

Happy Leading!

Emily