How to Keep Employees Engaged During a Period of Change

demotivated womanChange can be a difficult prospect for many people and understandably so. When changes involve people’s livelihoods and in turn their home life, there’s a lot at stake and it is a situation which should be handled with care.

During a period of change in the workplace, be it through new leadership, an acquisition, integration or rebrand; employees are often left wondering and nervous about how or if their new role will fit within a new structure.

Due to this uncertainty it can be difficult to keep employees engaged, and organisations must make it their main priority to maintain the trust and loyalty of all employees. Financial remuneration will not rebuild long term trust which has been lost and organisational support needs to come into play.


What should you prioritise for employees during a period of change?


1. High Quality Communications

Your employees deserve honest, timely and comprehensive communication at all times. Being direct will help to lessen the impact of rumours and dissuade too much gossip from being spread. If there are details waiting to be worked out, keep your messages simple until concrete answers can be provided. There is nothing worse than being told one thing only for the complete opposite to happen.


2. Actively Listen

Importance of Internal CommsOpen up forums, allow emails, phone calls and face to face private meetings for your employees to ask their questions and voice their concerns. Your team needs to know that as a business, you are listening to them. Offer opportunities for fears to be calmed and take onboard any suggestions your employees may have, remember that they have important insights into day to day processes, which might have been missed previously.


3. Lead by Example

It’s possible that as a manager or as an HR professional, you will be privy to more information than other employees about the change. It is your responsibility to actively help employee’s work through the new corporate layout and structure. Emphasise that being wary of change is perfectly natural, but that it is important to embrace it. Your staff will look to you for answers, so be honest and approachable, and admit when you don’t know the answers but make real efforts to find them.

Remind staff about the importance of their team role and individual performance and contributions. Ensure that necessary introductions are made between new team members which may occur due to reshuffling. Be prepared to hold meetings and receive phone calls and emails from worried employees.

Download our whitepaper Employee engagement: the psychology behind individual behaviours

Employee engagement whitepaper

A practical guide to creating the right work environment and addressing individual needs in order to improve engagement amongst your employees.

Click here to download


Be Ready

Change is a difficult prospect in any situation but by keeping things streamlined, honest and simple; you help to ensure that change causes as little disruption as possible. Your employees are your most valuable asset, so it’s in your best interests to make any change as positive an experience as possible. Make sure you continue to reward and recognise your staff for their contribution and efforts throughout. By keeping the flow of work steady, you will help to ensure a smooth transition without straying too far from what was successful in the first place.


John Sylvester

John is responsible for the motivation division of p&mm ltd and a Director on the board of the IPM. Specialising in developing, implementing and directing many large scale staff motivation, recognition and employee communications programmes.
Connect with John on  | Twitter


Speak Your Mind


14 − four =