Change is a major part of life—and so is resistance to it. So when you inherit a team that is resistant to your new role and the changes that come with it, be prepared. Engage your resistant team with the following techniques:
Acknowledge the change
Don’t sugarcoat it. Your employees will appreciate your candidness if you openly discuss your plans for change, and how employees will be affected. Even discuss the potential negatives. While employees my be little scared, they will be more likely to trust you if you are open and honest.
Explain that it’s an adjustment for the whole team—including yourself—and you’ll learn how to adapt together.
Don’t move too fast
Some leaders decide to “rip off the Band-Aid” and change everything at once. That creates chaos and stress, and employees my resent you. Instead, make the most critical changes first, and offer employees time to adapt to them. Then introduce other changes once you can confirm that productivity, performance and morale aren’t taking top much of a hit.
Align your goals
Ask your team members what they want from the organization, from the team and from you as a manager. Share your own goals for the team, and talk about how your team goals align with the overall goals of the organization. Remind them that you are in it together, and that you are as committed to hitting your goals, as they are. ” Explain the role you will play, and work alongside them to execute changes and ideas.
Encourage feedback
Show your employees that you value their opinions. Ask for ideas on how to improve the team as a whole or even your own managerial style. If they feel they have a say in how things will run, they will be more likely to buy-in to changes and ideas.
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