Organizations can ensure that their employees are motivated to embrace changes in the workplace by creating a culture of transparency and authenticity. When top management is open and honest about the process of change, it will help employees feel more secure and stable. According to research conducted by the Great Places to Work Institute, trust is the main defining characteristic of a great workplace. Employees of these companies understand that change can bring uncertainties, but they are comforted to know that they are working together with their co-workers towards a common goal.
Leaders at all levels must adopt and model how to participate in and influence change. To motivate and enable your team to become agents of change, tell stories about other people who overcame the status quo. Inspiring stories create psychological safety, as they allow people to know that making changes is beneficial and will be rewarded. Try holding 30-minute meetings to discuss emotions related to the change and the actions that participants can take to achieve it. Invite others to ask questions and share emotions, experiences, and points of view.
Ask “what if?” questions in individual and team meetings. This is your chance to help your team be courageous. Questions like “What if we were all self-employed? How would we think about this?”, “What would happen if we built this process from scratch?” or “What if our core product suddenly became obsolete?” push people to think boldly. Finally, treat mistakes as learning opportunities that will help your team grow. Keeping employees motivated can have positive effects on the entire organization, from loyalty to finances. Tell employees how and how often you'll update them as the change initiative develops, and then commit to it.
The company must ensure that the functions of the organization provide team members with the necessary challenges so that they can grow. Be open about organizational changes and company management. By communicating regularly with your team in a transparent manner, you'll motivate and inspire a sense of commitment. The employee must feel that they are bringing something of value to the organization, and the organizational structure of the company must offer ample opportunities for growth and promotion. When change and uncertainty arise inside and outside the workplace, following these proven methods can help employees embrace change and strengthen their resilience. Creating a culture of well-being that encourages employees to consider these strategies throughout the year, rather than being limited to periods of change, can ease the burdens on senior managers, human resources, and management.
At the same time, it is important that the personal interests of employees are related to the purpose of the company and “what it brings”, for example, how much they will learn or improve their professional opportunities. Through company culture, this driver of employee motivation is satisfied by embracing teamwork, fostering strong friendships and creating bonds, valuing collaboration, expressing gratitude for successes or work done with the old system, recognizing achievements, building positive relationships between managers and employees, and offering multidisciplinary online curriculums that teach organizational behavior and development, leadership, human resource management, analysis, and change management. The result is employees who commit to actions, make faster decisions, have the confidence to accept a great vision to launch an innovative project, and are fully committed to what they are doing. Employee motivation is directly related to commitment; when a worker is fully committed to what they are doing it's good news for your company.
