Instituting policy changes can be one of the hardest parts of an administrator’s job. People are naturally averse to change, and no matter how minor or reasonable the changes you want to make may be, they will likely be viewed with suspicion, apprehension, and even hostility. If you are preparing to make changes, use three tips to get your staff to buy in.
Let Your Employees Inform Policy
If you are putting policy changes into place that will directly impact your employees, use their input to develop more refined and responsive changes. Policy changes often create friction because they affect employees in ways that the creators of those changes never expected. Before committing to anything, put together a focus group to solicit responses and brainstorm improvements. This ultimately leads to better policies, and helps everyone feel like they have a voice in the process. The list of legal recruiters will prove helpful as well.
Be Transparent and Available
You’re not instituting policy changes for no reason. Policies change because the old ways aren’t working, or the circumstances of the company are changing. However, the logic behind theses changes is often hidden or obscured from employees, more out of a misguided commitment to secrecy than any real logic. And when employees don’t understand why a policy change is going into place, they will inevitably resist it. Make sure your decision-making process is transparent, and always be available if someone on your staff has questions or concerns.
Test, Track, and Revise
It’s hubris to think that the changes you are about to make are perfect in their design and execution. In reality, there are probably ways they could be improved to serve your goals and get more of your employees to buy in. Once the changes go into effect, test how well they are working, track them according to metrics you designate, and be willing to revise them as necessary. You should also solicit employee feedback on an ongoing basis, and use that to inform your revisions. If you show that you are willing to be flexible and put the needs of your employees first, you begin to develop trust which improves buy-in when the next round of changes comes.
As companies have come to the realization that their employees are the single-greatest asset they have, they’ve begun to understand just how important buy-in is. When your staff is on your side, they work harder, faster, and smarter. When they are against you, the exact opposite is true. As you take steps to evolve your workforce and your workplace, rely on resources from JH Technical Services – one of the top Pittsburgh employment agencies.