Following the news of a new Labour Government elected in July 2024 there are going to be many changes coming in Employment Law, practises and policies. While change can often be a good thing, it’s something that many individuals are uncomfortable with, or even fear. Too many employees, hearing of coming changes implies negative outcomes: the loss of a job; a new manager; a restructured team; company-wide layoffs; reduced pay or benefits. As a HR professional it’s your responsibility to set the tone for your team and prepare yourself for managing organisational change as effectively as possible, helping your employees to understand and navigate this change as best you can. This is no easy task, especially when you might not have all the necessary information or have mixed feelings about the changes the organisation is facing yourself!
Following the news of a new Labour Government elected in July 2024 there are going to be many changes coming in Employment Law, practises and policies. While change can often be a good thing, it’s something that many individuals are uncomfortable with, or even fear. Too many employees, hearing of coming changes implies negative outcomes: the loss of a job; a new manager; a restructured team; company-wide layoffs; reduced pay or benefits. As a HR professional it’s your responsibility to set the tone for your team and prepare yourself for managing organisational change as effectively as possible, helping your employees to understand and navigate this change as best you can. This is no easy task, especially when you might not have all the necessary information or have mixed feelings about the changes the organisation is facing yourself!
As HR professionals, F&B HR are uniquely positioned to understand the human element of change and can help you guide employees through the transition process. We can help communicate the reasons behind the change, provide training and support for employees, and address any concerns or questions that arise during the change process.
As HR professionals, F&B HR are uniquely positioned to understand the human element of change and can help you guide employees through the transition process. We can help communicate the reasons behind the change, provide training and support for employees, and address any concerns or questions that arise during the change process.
Why is it important for you to present a strategy for change management?
Proactive change management makes everybody’s job easier and more successful. Once HR is present on a project (whether at the beginning, middle or end) they must know how to initiate and manage the people side of change. Change management is the missing piece that takes good ideas and turns them into business success.
What would you as HR to overcome the resistance to change?
The first strategy to overcome resistance to change is to communicate. Communication is key — you already know that. However, try letting your employees initiate the conversation. People want to be heard and giving them a chance to voice their opinions will help alleviate the frustration they feel over the situation.
F&B HR can facilitate change management in two ways:
1) ensuring that general change objectives are met by participating in the planning and execution stages with other managers; and
2) using their familiarity with the organisation’s employees to understand their needs and expectations during a change.
Why is it important for you to present a strategy for change management?
Proactive change management makes everybody’s job easier and more successful. Once HR is present on a project (whether at the beginning, middle or end) they must know how to initiate and manage the people side of change. Change management is the missing piece that takes good ideas and turns them into business success.
What would you as HR to overcome the resistance to change?
The first strategy to overcome resistance to change is to communicate. Communication is key — you already know that. However, try letting your employees initiate the conversation. People want to be heard and giving them a chance to voice their opinions will help alleviate the frustration they feel over the situation.
F&B HR can facilitate change management in two ways:
1) ensuring that general change objectives are met by participating in the planning and execution stages with other managers; and
2) using their familiarity with the organisation’s employees to understand their needs and expectations during a change.
Managing change in your organisation:
- Plan carefully
Before you bring proposed change to your team, make sure you have a clear plan in place that covers, at a minimum, when, how, and why the change is taking place.
- Be as transparent as possible
Be as transparent as possible with your employees – even if you can’t give them all the details, being upfront about the information you can share will go a long way towards helping your staff feel more secure during the change process.
- Tell the truth
This is an easy rule to follow when the change in question is positive; when the change is in response to challenging circumstances or will result in short-term negative outcomes, this becomes trickier. However, being honest with your staff is usually the best route, promising unrealistic outcomes will just make your staff suspicious and distrustful of your motives. While it’s important, as a manager, to present an optimistic front to your team, do so in a way that acknowledges potential challenges and drawbacks.
- Communicate
Keep the lines of communication open between you and your employees. Take the time to explain why the change is happening, and what it will look like in practice.
- Create a roadmap
Help your employees understand where the organisation is, where it’s been, and where it’s going. Laying this out clearly will demonstrate the thought and strategy behind the change, and will help staff see how it fits into, or is evolving from, the business model they’ve become accustomed to.
- Employee voice
Giving employees the opportunity to participate in, or give feedback on, decisions can be really positive. Employees will appreciate the chance to have their voices heard, and it can also be a great way to get different perspectives and understand impacts you might not have thought of.
Managing change in your organisation:
- Plan carefully
Before you bring proposed change to your team, make sure you have a clear plan in place that covers, at a minimum, when, how, and why the change is taking place.
- Be as transparent as possible
Be as transparent as possible with your employees – even if you can’t give them all the details, being upfront about the information you can share will go a long way towards helping your staff feel more secure during the change process.
- Tell the truth
This is an easy rule to follow when the change in question is positive; when the change is in response to challenging circumstances or will result in short-term negative outcomes, this becomes trickier. However, being honest with your staff is usually the best route, promising unrealistic outcomes will just make your staff suspicious and distrustful of your motives. While it’s important, as a manager, to present an optimistic front to your team, do so in a way that acknowledges potential challenges and drawbacks.
- Communicate
Keep the lines of communication open between you and your employees. Take the time to explain why the change is happening, and what it will look like in practice.
- Create a roadmap
Help your employees understand where the organisation is, where it’s been, and where it’s going. Laying this out clearly will demonstrate the thought and strategy behind the change, and will help staff see how it fits into, or is evolving from, the business model they’ve become accustomed to.
- Employee voice
Giving employees the opportunity to participate in, or give feedback on, decisions can be really positive. Employees will appreciate the chance to have their voices heard, and it can also be a great way to get different perspectives and understand impacts you might not have thought of.
- Don’t expect to implement change overnight
Often, we tell employees of the change that is coming and expect the next day when they attend work that they will be raring to go. This is not the case. People are generally wary of change and are slow at adopting new habits and ways of working. Think about a longer strategic roll out of the change rather than a hasty shift in direction.
- Demonstrate Strong Leadership
Inspire your team, be open minded and flexible. A great people manager can help and support their employees through the change with confidence and clear sightedness no matter how challenging the change might be.
- Don’t expect to implement change overnight
Often, we tell employees of the change that is coming and expect the next day when they attend work that they will be raring to go. This is not the case. People are generally wary of change and are slow at adopting new habits and ways of working. Think about a longer strategic roll out of the change rather than a hasty shift in direction.
- Demonstrate Strong Leadership
Inspire your team, be open minded and flexible. A great people manager can help and support their employees through the change with confidence and clear sightedness no matter how challenging the change might be.
F&B HR can support you and your business in effectively leading a change in your organisation. Get in touch with us to find out how.
If you need some people advice, get in touch with us!
F&B HR can support you and your business in effectively leading a change in your organisation. Get in touch with us to find out how.
If you need some people advice, get in touch with us!
