“Compromise: the art of sharing a pie in such a way that everyone thinks he has the biggest part.”– Ludwig Erhard
iOffice
Expect resistance: Have a plan in place to address pushback, including positive reinforcement and consequences that are clearly communicated and understood by all staff members.
Nix Generational Prejudices: Management can help the situation by actively looking for instances where two employees are butting heads, and intervening to help bring understanding and compromise to the situation. It’s also important during the hiring process to recruit individuals who support the company culture you wish to create.
Encourage Camaraderie: To cultivate a strong company culture and foster deeper connections between employees, create opportunities for your staff to socialize that doesn’t involve work.
Identify the Root Cause of Resistance - The most common causes of resistance include:
Lack of awareness about why changes are being made
Fear of how change will impact job roles
Failed attempts at change in the past
Lack of visible support and commitment from managers
Fear of job loss
Involve Executive Leadership: if leadership doesn’t adhere to the plan for change management, it’s very likely your employees won’t either.
Communicate Effectively: By clearly and concisely explaining why the change is taking place, how it will impact each employee’s job and exactly what is expected of each employee before, during and after rollout—nothing is left to question.
Do Change Right the First Time: Failed attempts to change aspects of your business process will have a negative effect on how employees view future initiatives.
Leverage the Right Technology: The most successful work environments are those that are proactive, responsive and intuitive.