How managers can guide a company through a big change

When a company is going through a big changes—whether it’s a big merger, downsizing, a switch in processes or policies, or radical restructuring—the managers have to maintain morale and a sense of order. Employees are confused, and often scared of the possible repercussions of the change. Some may rebel or resign. Here are some ways to cushion your company from the negative effects of change.

Communicate the purpose

Let people in on why change is necessary. What are the goals? What results do you want to see? How will this benefit the company, the employees, and the customers?

Listen to the feedback

Good managers make people feel that they are part of the process. Even if you set the direction, allow them to air concerns, give suggestions, or raise issues that they may encounter along the way. Talk to them about the skills and resources they may need to meet the new goals or cope with the new structures, and prepare them for it. After all, the change is not possible without their help.

Create processes

Change without process is simply chaos. Decide how the changes will be done, with timelines for every unit or department. Identify obstacles and think of mechanisms that will address the issues. Set up communication lines so that everyone at each level of the organization understands what is happening. (Read our tips on how to avoid miscommunication in the office.)

Create a concrete goal

Make sure your goals are specific and realistic, so that people are working towards the same thing. Set landmarks so that you can measure success along the way, and assess whether or not your procedures are working.

Invest in perception

Internal PR is crucial at this point. What are the employees’ attitudes towards changes and what are their fears? Creating a slogan, and other communication efforts, can help create a positive culture and rally the resources of the team so they feel good about what they are doing, as opposed to ‘Oh my God, I’m on a sinking ship.’