Company policies are not static. Chances are you’ll have to implement a number of new ones during the course of a year. And it can be a daunting prospect, as people’s natural tendency to resist change must be overcome every time you take such a step.
Old systems will need to be reworked or discarded and interpersonal workplace relationships may be affected. How can you ensure that your 2015 policies are successfully implemented, received and followed? Two key factors to keep in mind are ongoing communication and effective measurement.
Identify the Problem and Articulate a Solution
New policies typically are the result of problems identified within an organization – but these issues may not be known to everyone who will be affected by the upcoming change. Be sure to address this information gap up front.
- Make sure employees understand what’s happening and why. If the entire team is made aware of the problem, as well as how the new policy addresses it, they’re far more likely to accept the change and facilitate its implementation.
- Be as open and transparent as possible. Employees need to know that the policy change isn’t simply arbitrary.
- Give some examples. For instance, if the change is the result of stagnant or declining metrics in safety, quality or sales, publish charts and explanations that illustrate this fact.
Demonstrate the Benefits of a Policy Change
Illustrate – and when possible, demonstrate – ways in which both employees and the organization will benefit from a new policy.
- Employees must recognize that the company will be stronger and they will be more productive as a result of the change. When this happens, the chances of having a new policy quickly and smoothly accepted will increase significantly.
- Don’t just tell them, show them. How will the policy improve their jobs? How will they benefit both short and long term? The “what’s in it for me” factor is critical to successful change management.
Acknowledge the Costs of a Policy Change
In many cases, policy changes involve some negative effects, at least during the early stages. Don’t ignore the cost realities. Instead, confront the issues and view them as opportunities to show your sensitivity to employees’ situations and needs.
- Don’t let people feel alienated. Whether or not a policy is popular, commit fully to keeping communication lines open. Hold group and individual meetings. Encourage employees to ask questions. Never dismiss anyone’s concerns, and provide assurance that the change is in their best interest. Be available and accessible.
Set Markers to Gauge Success
Establish a time frame and objectives as measurable indicators of implementation progress. This will help ensure that your policy produces the desired results. It also keeps employees engaged from introduction through execution.
- Changing a policy may require the establishment of new goals and metrics. Offer them to employees as a means of achievement. Provide incentives and rewards for reaching them in a timely fashion.
Make Employees Part of the Policy Change Process
By involving employees throughout your policy process, you build their sense of ownership and share the feelings associated with change. Continuously seek input and provide opportunities to ask questions and make suggestions. This not only gets everyone on board, but it also may produce valuable tips.
- Identify key team members to serve as “contact points” for others. Make sure all employees know who these liaisons are and how they can reach them. Keep your team of contacts informed and up to date at all times.
The recruitment and workforce development experts at Premium Staffing can partner with you as you design policies to keep your company in the competitive forefront. Contact us today for more ideas on effectively sourcing, developing and retaining top-performing talent for today and tomorrow.
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