To get employees on board with the change, tell them how they benefit. Change can create uncertainty, instability, and stress for your team. For people to join a change and to make it easier for them to cope with the transition, it's helpful to clearly articulate the meaning or purpose behind the change. Ask for weekly feedback and provide updates as the plan progresses.
Change, when well articulated, is an opportunity to attract new people who will help drive it forward and invite people who don't agree to leave their business on their own. In their Harvard Business Review article, How to Get Your Team to Engage in Major Change, Deborah Rowland, Nicole Brauckmann and Michael Thorley report that most change management has moved from a simplistic, top-down approach of “creating a vision, changing the structure, implementing the new program, and gaining acceptance” to more emerging, empowered, and purpose-oriented approaches.
