Making Sure Your Employees are Informed of Changes in the Workplace

Organizations need to assign the right people and resources to ensure that employees are aware of changes in the workplace. These individuals can help signal that change is necessary, answer questions, and collect data on how employees are dealing with the transition. It is also essential to explore the shift towards work-life balance and identify four ways to promote it within your organization. Additionally, organizations should be aware of the four main barriers that prevent the use of employee benefits so they can raise awareness and drive participation. Communication is a key part of the employee experience, especially during open enrollment.

Organizations should use four tips to keep employees informed. Effective organizational change can be the result of employee feedback, so organizations should not just ask for feedback once a year. Instead, they should make sure that the exchange of information is frequent and let employees know that their opinions are always welcome. Sometimes, workplace change must happen quickly and without consulting employees, such as during the COVID-19 pandemic. To prevent employees from seeing an initiative as “change for the sake of change”, organizations should take the time to highlight where the change originated.

They should also publicly reward employees who demonstrate that they welcome change, have a positive attitude, and are trying to ease the transition for other employees. Organizations should also be aware that pushing employees too hard can backfire. For example, if a company is implementing a results-based wellness program, forcing employees to make lifestyle changes instead of inspiring them to focus on what matters most to them can lead to negative results. The same applies if leaders aren't clear enough about what they hope to achieve through the change or their role in implementing it. When there are changes in the workplace, organizations should give their employees the resources and attention they need to be successful. They should also celebrate successes or work done with the old system to help employees feel appreciated and encouraged to take on the next challenge.

If employees have specific questions about changes being implemented, organizations should ask them for feedback and follow up immediately. Defining clear roles for all employees involved allows each person to understand their level of responsibility and who is responsible for facilitating communication throughout the change process. This is important because when employees are on the sidelines, they trust their managers and co-workers less, feel less loyalty to the company, and are less motivated to perform.

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