The Human Side of Change: How to Get Your Team Onboard During a Major Business Shift
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Change is inevitable especially for small and medium-sized enterprises (SMEs). When it comes to navigating a major transformation—be it adopting new technologies, restructuring, or shifting strategies—how you manage the human side of change can make or break the outcome. While large corporations often have extensive resources to handle transitions, SMEs can leverage their agility to adapt quickly and effectively. However, success still hinges on managing the change effectively, and bringing your team on the journey. Here’s how you can lead change in your SME by prioritising the people side of transitioning to a new normal.
The Challenge of Leading Change in SMEs
For SMEs, leading change isn’t just about implementing new processes or technology; it’s about managing the impact on your people. Employees in smaller businesses often form close-knit teams, which can make them more resistant to changes that disrupt their day-to-day work. But when handled well, these same tightly connected teams can be your greatest asset in driving transformation.
The key is to recognise that change can evoke a range of emotions—from excitement and optimism to anxiety and resistance. Addressing these feelings and guiding your team through the emotional aspects of change can significantly increase the likelihood of a smooth transition.
Understanding the Human Side of Change
Before you implement any new initiatives, it’s important to understand how change affects your people. You will get more clarity on this if you deeply understand why the change is required. Employees may worry about job security, struggle with adapting to new responsibilities, or feel overwhelmed by unfamiliar systems. Here’s how to consider the human aspects of change management:
- Acknowledge the Emotional Impact
Change, even when it’s positive, can trigger stress. Employees may feel uncertain about the future, which can impact morale and productivity. Acknowledging these feelings rather than dismissing them is a crucial first step. - Set the Right Tone from the Top
Leaders play a vital role in how change is perceived within an organisation. Your attitude towards the change will influence how your team responds. If you approach the change with positivity and confidence, your employees are more likely to follow suit. - Embrace Resistance as Part of the Process
Resistance is a natural response to change, especially in SMEs where teams are used to a certain way of working. Instead of seeing it as an obstacle, view resistance as an opportunity to gather feedback and refine your approach.
Practical Strategies to Get Your Team Onboard
A successful change management plan is essential. It goes beyond just rolling out new procedures. Here’s how to get your people on board and foster a culture of adaptability:
- Communicate Early and Often
Don’t wait until everything is finalised before sharing news of the change. Communicate the ‘why’ behind the transformation early, explaining how it aligns with the company’s goals and benefits everyone involved. Keep the dialogue open, and provide regular updates to ease anxieties and set clear expectations. - Involve Your Team in Shaping the Change
People are more likely to support what they help create. Involve employees in planning the transition by seeking their input on how the changes will affect their roles and what support they might need. This participative approach not only improves buy-in but also results in a more practical implementation. - Leverage Change Champions
Identify influential team members who can act as advocates for the change. These ‘change champions’ can help to rally their colleagues, provide peer support, and offer real-time feedback on the rollout. Their influence can significantly boost acceptance within the organisation.
Building a Culture That Embraces Change
Creating a culture where change is not only accepted but embraced is crucial for long-term success. Here are some ways to make adaptability a core value within your SME:
- Promote Continuous Learning
Encourage your team to view change as an opportunity for growth by promoting ongoing development and upskilling. This could include offering training programs, online courses, or workshops that align with the new direction. When employees feel equipped to handle change, they’re less likely to resist it. - Celebrate Small Wins
Recognising and celebrating progress, no matter how minor, can help build momentum and keep spirits high. Acknowledge achievements along the way to show your team that the change is working and their efforts are paying off. - Reinforce Adaptability as a Core Value
Make adaptability a part of your company’s DNA by incorporating it into your mission, values, and everyday practices. Encourage employees to experiment, take calculated risks, and learn from setbacks, fostering a mindset that views change as an essential part of growth.
Real-World Example: A Case Study of a Successful Change Management Approach
Take the example of a mid-sized company specialising in precast concrete products for civil engineering and infrastructure projects. After 12 years of operations, the business hit a plateau, with stagnant revenue and minimal growth. While costs and profits were under control, the leadership realised they needed to do things differently; to address a number of challenges to reignite the company’s growth trajectory.
The company turned to a structured change management approach, focusing on data-gathering, strategy and culture-driven improvements. By using a comprehensive Roadmap methodology, they analysed the underlying causes of the plateau, uncovering several key areas for improvement: the lack of a fully developed and documented strategy, inconsistent communication around key performance indicators (KPIs), variable operational competency levels, and gaps in leadership capability.
The change management plan began by prioritising these challenges and implementing targeted action plans supported by leadership and staff. Over the course of a year, the company rolled out a documented strategy that included quarterly goals and regular KPI monitoring at the board level. Resources were redeployed according to the new strategy, and leadership capability development was a core focus.
The results spoke for themselves. The company achieved a 125% lift in growth over the previous year, staff retention improved significantly, and new projects were successfully secured. Operational competency reached new heights, and leadership worked as a cohesive team, driving the business forward. By focusing on the human side of change and embedding adaptability into their culture, the company was able to turn stagnation into sustainable growth.
Leading with Empathy and Strategy
Leading change in your SME requires a thoughtful balance of empathy and strategic focus. You must always have the end in mind. By understanding the emotional impact on your people, involving them in the process, and building a culture that welcomes change, you can navigate business transitions more successfully. Remember, the way you handle change today will shape your company’s ability to adapt and grow tomorrow.