- Advise that change will happen – be honest about what will happen and what the outcome will be.
- Indicate the time frame for the change – share management’s expectations about how long it will take to implement the changes with realistic time frames.
- Understand how the change will affect your staff – know that staff will be concerned about how the change will affect them. There will be a natural dip in productivity until the change is embraced.
- Never call a negative change a positive change – be realistic. Don’t sugar coat it and be honest about what the change is. Brace them for the change and advise them what they can do to assist and improve the situation.
- Understand the change acceptance cycle – Staff will have feelings of loss and doubt, discomfort, discovery, understanding, acceptance and integration. This will take time and each person will accept change differently.
- Be patient – change takes time and each person will accept the change on their own time and in their own terms.
- Identify the under-miners – there are people whom will not accept change and will make their views known. Respond to their views and outline the choices they have.
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