The People Manager role in Change

As a people manager, you’re at the forefront of guiding your team through transitions. Your role is ensuring that change is not only implemented but also embraced and sustained. Here are three key actions you can take to facilitate successful change within your team:

1. Lead with Clarity

• Communicate Impact on the Team: Provide a clear explanation of how the change will impact the team’s daily operations. For example, if a new software is being introduced, explain how it will streamline processes, what changes to expect in workflows, and any adjustments to deadlines.

• Set Clear Expectations: Outline what is expected from each team member during the transition. This includes any new responsibilities, timelines for learning new tools, and any changes in performance metrics.

• Your Perspective: Share your own views on the change. Why do you believe this change is necessary? How do you see it benefiting the team in the long run? Your positive perspective can help alleviate fears and build buy-in.

Example: “Hey team, we’re transitioning to a new project management tool next month. This means we’ll be able to track our tasks more efficiently and collaborate better across departments. I know this might seem overwhelming at first, but I’m confident this tool will help us work smarter, not harder. Over the next few weeks, we’ll have training sessions to get everyone up to speed. Your adaptability and input during this period will be crucial.”

2. Lead with Empathy

• Regular Check-Ins: Schedule regular one-on-one and team meetings to gauge how everyone is feeling about the change. Encourage open and honest feedback.

• Anonymous Surveys: Use anonymous surveys to gather more candid feedback. This can help you identify issues that team members might be hesitant to voice directly.

• Observe Non-Verbal Cues: Pay attention to body language and other non-verbal cues during meetings. Signs of frustration, disengagement, or confusion can indicate underlying concerns.

Example: “During our team huddles, I want to hear how you’re all adjusting to the new project management tool. If you’re facing any challenges, let’s discuss them openly so we can find solutions together. Additionally, I’ll be sending out a quick anonymous survey to capture any feedback you might not feel comfortable sharing directly. Your honest input is essential to ensure we make this transition as smooth as possible.”

3. Lead by example

• Get Involved: Show that you’re willing to get your hands dirty by actively participating in the change process. Test new tools, attend training sessions, and provide feedback alongside your team.

• Foster Experimentation: Encourage team members to experiment with new processes and tools. Create a safe space where it’s okay to make mistakes and learn from them.

• Feedback Loops: Establish feedback loops where team members can share their experiences and insights. Use this feedback to make necessary adjustments and improvements.

Example: “I’ve started using the new project management tool myself and discovered a few tips that might help you get started. I encourage you all to dive in, test it out, and don’t hesitate to share your feedback. If something isn’t working, let’s figure it out together. Your hands-on experience and suggestions are invaluable as we adopt this new system.”

People Manager = Agent of Change

As a people manager, your role in change initiatives is pivotal. By sharing practical advice, keeping a pulse on team sentiment, and encouraging a hands-on approach, you can help your team navigate change more effectively. Remember, your leadership and involvement set the tone for your team’s response to change. Lead with clarity, empathy, and active engagement, and your team will be more likely to embrace and thrive amidst change.