{"id":16783,"date":"2021-03-18T19:48:32","date_gmt":"2021-03-18T17:48:32","guid":{"rendered":"https:\/\/www.hubgets.com\/blog\/?p=16783"},"modified":"2021-05-18T16:44:21","modified_gmt":"2021-05-18T13:44:21","slug":"embrace-and-effect-change-in-the-workplace-youll-be-surprised-of-the-benefits","status":"publish","type":"post","link":"https:\/\/www.hubgets.com\/blog\/embrace-and-effect-change-in-the-workplace-youll-be-surprised-of-the-benefits\/","title":{"rendered":"Embrace and Effect Change in the Workplace, You?ll Be Surprised of the Benefits"},"content":{"rendered":"\n

Some managers are afraid of change because they worry about how their employees will react to new processes and different procedures?and for good reason. According to the American Psychological Association<\/a>, employees reported lower levels of job satisfaction when they recently experienced organizational changes within the past year than those who did not: 71 percent compared to 81 percent.<\/p>\n\n\n\n

\"Embrace<\/figure>\n\n\n\n

Bottom line: Lower employee satisfaction leads to lower employee productivity, which leaves managers wary of change.<\/p>\n\n\n\n

Change is good, embrace it!<\/h2>\n\n\n\n

However, it is possible to encourage employees to embrace change, or to enact change even if you aren?t in a leadership position. Change can be viewed as a good thing in your company, you just need to know how to sell it and get your team on board. Here are a few tips to help effect change and encourage your team to embrace it.  <\/p>\n\n\n\n

Start with a vision for the future<\/h3>\n\n\n\n

A desire to enact change is not enough to actually make a difference. Change takes work, time, and careful planning. The better prepared you are, the more concerns you can address quickly and easily. <\/p>\n\n\n\n

?During times of uncertainty, people experiencing change want a clear view of the path ahead,<\/em>? Morgan Galbraith<\/a>, employee engagement and change management manager at Weber Shandwick, writes at Harvard Business Review.<\/p>\n\n\n\n

Galbraith highlights the importance of having a clear plan (with the who, where, what, and when figured out). Furthermore, she also emphasizes the importance of highlighting the why<\/em>, or the big picture for change. This is the storytelling aspect of your plan. Explain how your company can benefit from these changes, whether you?re looking to overhaul a company policy to better align with the organization?s core values or just want to adjust a process to optimize workflow.<\/p>\n\n\n\n