Change is tiring isn't it?
Even change which is for the better, is wearing.
In 2019 we did a piece of work, creating a framework to help leaders to prepare their people for large scale change. We were launching it early in 2020 when COVID hit and unfortunately the work never really saw the light of day.
The core premise of the model was that unless we develop our peoples' capability to survive and thrive during change, we will lose our very best or most important people after the change is completed.
We assume that when a transformation, restructure, merger or other major change is done, our people will go back to pre-change levels of engagement, commitment and contentment.
Instead, without significant support and investment we will lose them. Or worse they will stay, underperform or sabotage.
The real key to reducing change fatigue is to but strategies in place before the change begins.
But if you're already in the midst, here are to ways to boost you're peoples' energy and increase the change of them staying and remaining engaged beyond the rollercoaster of change.
Over-communicate - however much you think you communicate, multiply it by ten. Communicate daily, even if there's nothing to communicate. Check-in. Reconfirm key messages. Outline a vision of what it is going to be like when this is all done.
Focus on team cohesion - spend time, energy and if possible money on building your team's relationships, performance and alignment. Work to create a sub-culture of enjoyment, fulfilment and pride. Make it such an amazing team to be part of that they wouldn't consider leaving.
These two straight forward steps will increase the chances of retaining your best people beyond the change you're currently leading.
Why would you not do them?
Yours in leadership,
Richard
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