Change is the six-letter word that makes most of us cringe.

Ask anyone how they feel about change, and most people will tell you it’s not their favourite thing to experience in life. That’s because change can be incredibly difficult and more than a little stressful—especially when change occurs in the workplace.

Below are four strategies you can implement before, during and after the next change episode in your workplace to ensure your team stays positive, optimistic, and both mentally and emotionally resilient.

 

Inclusion

It’s amazing how many companies and organisations roll out new changes without ever informing their employees beforehand.

This can lead to confusion, anger, and distrust among employees. People don’t like unexpected losses, and they certainly don’t like to feel as if they’ve lost control.

Wherever it’s possible, it’s absolutely vital for leaders to let their employees ‘in’ on the change that’s soon to take place.

An easy way to accomplish this is to invite them into planning meetings so that they feel they have ownership of the change from the start.

 

Security

Sometimes, change can be an extensive process. It can last for weeks, months, or even years.

This is a very fragile time for employees because they’re still learning ‘the ropes’ of the change, as well as what to expect at each and every turn. This can often lead to anxiety in some team members, who may feel as if they’re experiencing a loss of certainty and security.

To combat this, it’s important to provide them with a new sense of safety.

How?

Set easy-to-understand timetables that serve as roadmaps for the change and go over new processes in-depth, answering any and all questions employees may have. This will reinstate their feeling of security and allow them to trust the change on a higher level.

 

Community

As social creatures, we depend on others for support constantly. We want to feel as if we belong.

In too many cases, employee morale has reached an all-time low during change because people no longer feel connected to each other.

As a leader, you can ensure this doesn’t happen by regularly investing in team building activities for your staff.

When you build a solid foundation through such activities, you ensure that your employees can thrive and build healthy workplace relationships with one another—a great tool to lean on during change.

 

Development

In the wake of a change, some employees may feel left behind because of new tasks that are mismatched with their current skillset.

When people don’t feel they have the skills to perform a job well, it can lead to stress, anxiety, and frustration, which eventually results in low morale and poor performance.

Fortunately, this is easily remedied.

Keep your employees sharp and on top of their game by continuously providing training, education, mentorship and support during and after times of transition.

When you invest in your employees’ skillset and talents, you not only make your team stronger but you also equip an individual with the confidence to perform a job well and the dedication to contribute their best work to the team moving forward.

 

When you employ the four strategies above, you’ll create a work environment that feels not just positive but cohesive as well.

The more people feel as if they’ve been heard, guided, supported, and developed, the more they’ll feel capable of facing the changes that your company faces, making for a stronger, more adaptive, and happier team.


At Leaders in Heels, we’ve operated our team remotely since our inception almost a decade ago. Our staff, partnerships and suppliers work in different cities, countries and timezones. Needless to say, we’ve found our groove and how to best operate for productivity AND, more importantly, in a way that fosters provocative work too!

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There are many warning signs to look out for when it comes to an ineffective team, and they should never be ignored. After all, the efficiency of your team determines the volume of your work output, the quality of that work, whether or not deadlines are achieved, and whether or not project goals are accomplished and key performance metrics met.

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Do you regularly encourage your employees? Boosting team morale can be a tall order. And yet, it’s a regular practice that leaders and managers must, by all means, master in the workplace. After all, employees are the building blocks of your business. The stronger the team you’ve assembled, the more robust that business will be.

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When thinking about hiring mums, I often reflect on years ago when I used to manage recruitment for a large online business. Whenever I’d get an application from an entrepreneur I’d immediately turn them down because I thought their skills wouldn’t be a good fit, they didn’t fit the brief and they wouldn’t want to work for someone else for too long. 

Wrong.  In fact, my mantra now is “Always hire the entrepreneurs!”. The skills, resilience and work ethic needed to be an entrepreneur means there’s a high chance they’ll be successful anywhere. 

Now my new hiring tip is mums. Why? Well, let’s look at the skills you want in an employee.

Time management

If you’re anything like me, chances are you get way more done on the last day before you head off on a holiday because you know exactly what you need to get done before you go and you have a hard deadline. This is how mums approach Every. Single. Day. They just don’t have time to muck around. 

Resilience

One thing you can be sure of in business that things will get hard on a regular basis. You want employees who can rise above the stress and keep a clear head. Being a mum dramatically changed my definition of stressful. Give me a tough day at work over dealing with a screaming, wriggling child whose nappy hasn’t been able to contain a truly astounding amount of explosive poo on less than four hours sleep over the past three days combined. Hiring mums cannot builds resilience in your team.

Flexibility

Things don’t always go to plan and the ability to be flexible and find a way around problems rather than grinding to a halt at the first sign of difficulty is a crucial skill. This pretty much describes every day of my life since becoming a mum. I feel like Macgyver half the time, using whatever is at hand to get the job done and changing plans at the last second to accommodate my daughter Izzy is the norm.

Empathy

In any team you need people with empathy, especially in your leaders. Empathy is the grease that keeps a team working well together, and customers happy. Needing to learn how to provide for a small human who can’t talk is a great lesson in empathy. And when they can talk, they’re still learning to control their emotions and feelings which can challenge and grow those empathy muscles in a big way.

Hiring mums is great for your leadership team

In my experience, mums tend to make strong leaders. Just like each child is different, with different needs and wants, the same is true of adults too and parents seem to intuitively get this with those they manage. It’s also pretty hard to get kids to do anything you want and you quickly develop mastery of creating a compelling vision and getting everyone on the same bus to get there as a team.

Ego

This is probably the most important one for me. Having Izzy quickly realigned what’s actually important in my life. So many things I used to feel were important suddenly didn’t feel all that important anymore. This has translated directly into business for me, I find it much easier to let things go and find myself asking questions like “is this the best for the business, or am I doing it for me?”. This is a trait I really look for in my team – the ability to check your ego at the door.

About Libby Babet

Libby is co-founder of upcoming immersive business and wellness retreat for women hosted, Nurture Her, hosted 18-22 October in Fiji, which has attracted fantastic speakers including Julie Bishop. A wellness guru who has appeared as a trainer on The Biggest Loser: Transformed, Libby also owns several fitness studios and a healthy snack business with two brands, Chief Bar and Beauty Food.