As roles and businesses evolve, employees expect businesses to support them through periods of change, helping them build resilience and agility. In workplaces today, it is not uncommon for new processes to be introduced before old ones are fully in place, so adaptation is key.
Frequent and constant change in the workplace can take a significant toll on employees, causing stress and anxiety within the workforce if not managed effectively. And with the technology developing at warp speed, and teams struggling with change fatigue, it’s no wonder that employees who are left feeling unsupported during periods of change are more likely to look elsewhere for stability.
So, what happens to employees who stay? They often find themselves disengaged, at risk of burnout, and struggling to keep up. This makes support, transparency, and providing employees with a genuine sense of agency so that they feel in control of their work, even more important.
Equip employees with skills that prepare them for change
Creating an environment where employees feel supported in times of change is crucial; the goal is to equip them to adapt to change effectively rather than simply drifting through it.
Developing qualities such as “motivates and empowers others,” “gains agreement,” and “demonstrates empathy” are essential skills to successfully navigate times of transition and help carry teams through. These people-centric qualities also foster a culture that encourages employees to invest in change and support each other during the process.
Assessing these skills also helps businesses determine where they may need to build or enhance capabilities, aligning support systems to strengthen resilience and agility. By taking a proactive approach, employers can create a workforce prepared to embrace change, which in turn fosters a smoother, more sustainable period of transformation.
Developing skills in a changing workforce
As Gen Z enters the workforce and Gen X rises, employers can leverage and further develop the skills that resonate with different generations. For example, Gen Z employees are well positioned to drive technological innovation, quickly embracing new tools and AI advancements. By understanding the individual’s strengths, employers can create personalised employee experiences to foster motivation and engagement through times of transition.
Nominate ‘change champions’
Businesses can nominate ‘change champions’ within the team, whose role it is to support others to build agility and resilience. People with human-centric skills such as empathy, influence, and motivation are vital for leading effective change. Employees who inspire and guide others while fostering a collaborative environment can shift change from a top-down mandate to a process that feels inclusive and supportive. Engaging these individuals builds change-readiness, creating a workplace where employees feel connected and engaged throughout transformation.
Resilience and agility are skills that can be developed over time and involves using different interpersonal skills, strategic thinking, and emotional intelligence. It is a process that requires self-awareness, practice, and planned improvement, but when achieved can help to create more positive outcomes for both the business and its workforce during periods of change.
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