To stay ahead of competition, businesses are constantly looking for ways to improve their processes, speed up their delivery time and improve quality and service to their customers.



There has been exponential growth in technological advances over the last 20 years. This has dramatically impacted our personal and professional lives. These advances have revolutionized the way business is done and the way businesses are run. The time we need to adapt to these changes does not necessarily match the rate of change. As a result, it is common for many people to experience strong negative emotional reactions to change which, impacts their attitudes, productivity and ability to make good decisions.

We Don't Like It

It seems to be the norm today that when business leaders introduce change initiatives employees react with anger, disappointment and fear of the unknown. This lack of buy-in results in reduced motivation and decreased productivity. This scenario continues becoming a vicious cycle, repeating itself with every new change initiative.

Ask the Right Questions

Frequently, it is after a change has already been initiated that most organizations ask their staff what they think or how they feel. These negative emotions are given a lot of airtime, which perpetuates the negativity and slows down the effectiveness of the change's implementation.

Strategic business decisions are generally made at the senior levels of the organization, and the staff who will be implementing these changes, in most instances, have not been made privy to the rationale behind the changes. Similarly, senior management may not appreciate the full impact of the change on those at the front line.

Get the Right Results

Everyone likes to feel they are making a difference and have some control over what is happening to them. Try a new approach next time.

The first step is to communicate to everyone, at all levels, the reasons a change is needed and the benefits this change will have on the organization, on their department and on themselves as individuals. Before you implement the change, ask employees for their input on how to best implement this initiative at their level of the organization. Involve them in making the initiative work.

By asking the right questions early and involving your staff, you will get the right results. There will still be discomfort around the change. This is natural and should be anticipated. While not all changes will be happily welcomed, this process invites staff to take ownership of the solution, and the results will be more positive when everyone feels they have contributed to the outcome. In the end, the fear of change will be reduced and everyone will share in the sense of accomplishment and improvement.

Change Your Perspective

Each of us sees things from our own viewpoint. By focusing on what needs to be done rather than on the emotions holding us back, we are guaranteed to find the best implementation solutions when change is needed.

With a small change in our perspective we can make a large change in the results. When we consult our staff on the implementation of changes made in the organization, the work climate is altered from one of fear to one of enthusiasm, and the organization becomes more cohesive and stronger overall.