How To Foster A Positive Attitude Towards Change

Change doesn’t fail because people resist it. It fails because people feel left out of it. If employees feel like change is happening to them—instead of with them—You will get compliance at best. But if they feel like they’re part of something bigger? That’s when commitment begins. Engagement isn’t about cheerleading from the top. It’s about designing a process where people feel informed, involved, and empowered. Here are 7 ways to build real engagement during transformation: 🔹 1. Involve, Don’t Just Inform → People support what they help build. Invite them early into conversations. 🔹 2. Link Change to Personal Meaning → If it doesn't connect to their purpose, it won't stick. 🔹 3. Create Local Ownership → Make change visible at the team level—not just in strategy decks. 🔹 4. Recognize Early Adopters → Highlight those who lead by example to inspire the rest. 🔹 5. Share the Journey Publicly → Updates = traction. Visibility = trust. 🔹 6. Ask, Don’t Assume → Feedback isn’t a one-time event—it’s your fuel for course correction. 🔹 7. Provide Resources to Succeed → A new mindset needs the support of new tools and capabilities. Engagement is not an initiative. It’s a leadership discipline. And in every successful transformation, it’s the difference between quiet quitting and full commitment. If your team is navigating change and you need help building alignment, ownership, and follow-through… 📩 DM me “TRANSFORM” to explore how I support organizations as a fractional transformation executive—turning strategy into shared momentum.

If you want employees to support a new idea or experimentation program, Don’t drown them in fancy presentations or data. Tell them what they want to know: How will this disrupt their day-to-day. People don’t resist the program. They resist how it impacts them. So, this is what you’re going to do: 1. Sit down 1:1 and listen more than you speak. Ask open-ended questions like: → “What concerns do you have about this program?” → “How do you see it impacting your role?” 2. Identify the fear. Resistance stems from: → Fear of irrelevance or failure → Worry about extra workload without extra resources → Misalignment with their goals or compensation 3. Solve their problem first. Address their concerns directly. Show how the program will help them grow, simplify their work, or align with their goals. 4. Follow through. Once the program launches, routinely check-in. Make sure their concerns remain addressed, and adjust as needed. Real growth starts with creating an understanding.

Change is inevitable, but is your team on board? Let's face it, change can feel like hurtling through a whirlwind. New leadership, different processes, or an evolving market can leave employees feeling disoriented and anxious. But did you know that Gallup research shows that organizations with highly engaged employees are 21% more profitable? That's why addressing employee fears during change is mission critical for a smooth transition and a thriving organization. Here are 4 ways Allison Wright and I help organizations navigate the human side of change and keep teams feeling valued: 👂 Acknowledge, Don't Dismiss: People are creatures of habit! Recognize that change can bring feelings of uncertainty and even fear. Openly discuss concerns in team meetings and one-on-ones. Let your employees know their voices are heard. 🎨 Paint the Picture: We all crave clarity. While clearly sharing the "why" and "what" with change is important, explain how the change connects to the organization's overall strategy and how it will benefit the company's future is equally necessary. 🌐 Empowerment Through Connection: Tie the change back to their individual roles and help them see how their contributions are essential to the success of the change. When employees understand how their work fits into the bigger picture, it fosters a sense of ownership and purpose. This feeling of empowerment is key to navigating change with a positive and engaged mindset. 📝 Fuel the Learning Flame: Create opportunities for peer-to-peer learning by setting up buddy systems or knowledge-sharing sessions. This allows employees to learn from each other's experiences and build stronger working relationships. Bonus points if you encourage and reward participation in industry events or conferences to stay current on trends and best practices. This investment shows your employees that you are committed to their growth, which fosters trust and loyalty! By prioritizing your people during change, you foster trust, engagement, and ultimately, a successful transformation. Remember, a little empathy goes a long way! What are your best practices for addressing employee concerns during change? Share your thoughts in the comments! 👇 Learn more about how we help our clients thrive through change here www.3-kcom #ChangeManagement #Leadership #Engagement #HumanResources #Transformation #KeysToSuccess #KeysToTransformation #ThriveThroughChange #ROI