Manage change in your business

It’s important to have a clear understanding of what needs to change and why. You also need to know what your desired outcome is.

This will help people understand the big picture and what they're working towards.

Reasons for change

Changes can be caused by things inside your business, such as:

• staff turnover
• skill gaps
• changing employee duties
• new policies or management styles.

They can also come from things outside your business, like:

• new technologies
• changing customer needs
• new laws or regulations
• new competitors in your industry.

Some changes are reactive – they’re caused by things your business is forced to react to, like a new law or an economic downturn. But you can also proactively make changes to improve your business, like:

• merging with another business
• changing your business structure
• expanding your business and workforce
• moving to a new location
• hiring a new manager or specialist.

Make a plan to manage the change to your business. This will keep you on track and helps communicate the change to your staff or stakeholders.

Things to include in your change management plan:

• what your desired outcome looks like
• the reasons for and benefits of the change
• tasks that need to be done and who is responsible for each
• measurable goals, targets or milestones.

Engaging staff early can help people understand and embrace the change.

Tips for communicating with employees in times of change:

• Make employees aware of change as early as possible. Make sure they hear about the change from leaders, not other staff members.
• Clearly explain the reasons for the change, the process the business will go through and your end goal.
• Answer any questions staff have about the change or process.
• Involve your staff in planning and design. Encourage them to share suggestions and concerns about the change process.
• Communicate often and use different channels that cater to a range of learning styles. For example, one-on-one meetings, emails, feedback sessions or a morning tea.
• Support your employees. You might schedule one-on-one meetings with staff members or make counselling available if the change is substantial.
• Understand that staff may need time to process the details and impact of the change and address their own concerns. Be aware that productivity might drop during the change period.

Prepare for future changes by promoting a culture of change and flexibility in your business. This helps your staff become comfortable with change so they can adapt easily next time.

Tips to encourage a culture of change:

• start with small changes
• invite your staff to participate, share ideas and observations
• recognise input and celebrate successes
• keep looking for ways to improve your business through change.