Navigating change within an organization can be one of the most challenging aspects of leadership. Whether it’s a merger, acquisition, or a significant shift like moving to a remote-first model, how leaders manage this transition can make or break the success of the initiative.
As Gill Godfrey, chief people officer at Storable, says, “Effective change management always starts with putting people first.”
Prioritizing People In Change Management
With a background in HR strategy and organizational development, Godfrey underscores the critical importance of prioritizing employees during times of change. She asserts that the foundation of any successful change management strategy is understanding and addressing the human element. “Always put change management first,” she advises. “In other words, always put your people first.”
This principle becomes especially vital during mergers and acquisitions. Integrating new teams into an existing organizational structure requires careful planning and consideration of how these changes will affect all employees.
Godfrey highlights ensuring employees feel included and valued during these transitions. “It’s about determining what needs to change in the organizational structure to ensure appropriate integration because employees are the key to any successful business venture,” she says.
Role of Internal Influencers
One effective strategy Godfrey recommends is positioning internal influencers as leaders and primary spokespeople during times of change. These influencers, often company founders or respected team leaders, can play a crucial role in communicating the vision and benefits of the change, helping to ease employee concerns and foster a sense of stability.
“Quality change management strategies enable people to get back to productivity as soon as possible after they’ve absorbed the news,” Godfrey notes.
By leveraging trusted internal figures, organizations can provide a consistent message and reassure employees that their well-being is prioritized.
Communication and Transparency
Another key element in successful change management is maintaining open lines of communication. Employees should be informed about what changes are happening, why they are necessary, and how they will benefit the organization and its staff. Transparency helps to build trust and can alleviate some of the anxiety that naturally accompanies significant organizational shifts.
Godfrey’s approach involves regular updates and opportunities for employees to ask questions and provide feedback. This two-way communication ensures that employees feel heard and their concerns are addressed, significantly enhancing their buy-in and support for the change.
Supporting Employee Adaptation
Change can be disruptive, and it’s essential to support employees as they adapt to new processes and structures. This might involve providing training and resources to help them acquire new skills or adjust to new workflows.
Godfrey’s experience suggests that organizations should invest in professional development and create an environment that encourages learning and growth.
Post-Change Culture Adaptation
Once the change has been implemented, maintaining and adapting the company culture is crucial. Godfrey advises that leaders focus on their people by fostering a culture of inclusion, respect, and continuous improvement. This involves celebrating successes, learning from setbacks, and ensuring the organizational culture evolves to support the new structure and objectives.
For example, after a merger or acquisition, it’s important to blend the cultures of the merging entities to create a cohesive and unified organization. This might involve integrating different work practices, values, and traditions to form a new, shared culture that reflects the strengths of both original organizations.
HR’s Role in Sustaining Change
HR professionals are vital in managing change and supporting employees throughout the process. They are often the bridge between leadership and employees, ensuring that the change is communicated effectively and that employees have the resources they need to succeed.
Godfrey’s insights suggest that HR should proactively identify potential challenges and develop strategies to address them.
This might include conducting regular check-ins with employees to gauge their morale and engagement, providing additional support, and continuously gathering feedback to refine and improve the change management strategy.
Change Management = People First
Change is an inevitable part of organizational growth and development. However, how that change is managed can significantly affect its success. Organizations can navigate change more effectively by prioritizing people, leveraging internal influencers, maintaining transparent communication, supporting employee adaptation, and continuously evolving the company culture.
As Godfrey’s experience shows, putting people first in change management helps ensure a smoother transition and fosters a more resilient and engaged workforce.
