8 Essential Steps to Humanise Organisational Change
"The only constant in life is change." - Heraclitus
They say the only constant is change. Yet, despite its inevitability, organisational change often falls short of its goals. We see and hear transformation efforts failing, or more often, this is the third attempt at introducing a new… Why?
The key elements to ensure change success are often left too late. We forget that organisations are made up of people, and without people, you don’t have a business. These people are individuals with hopes, fears, ideas, suggestions and ingrained habits. Involving them early in the process not only respects their role but also makes them feel integral to the change.
Having been on both sides of organisational change – as a leader driving it and an employee experiencing it – I’ve seen a massive difference between change that’s imposed by the business on people and change they willingly adopt as they understand the why, impact, and benefits.
The secret to successful change management lies in humanising the process.
This means acknowledging the individuality of each employee, understanding their unique perspectives, and involving them in the change journey.
This isn’t about adding the ‘fluffy stuff’ like unnecessary team-building exercises or superficial gestures of appreciation. It’s about being innovative and strategic in how you approach change.
When people feel valued and included in change, they’re more likely to get on board and even champion it. It’s the difference between reluctant compliance and genuine enthusiasm.
By tapping into your team’s collective wisdom, you’re not just respecting their humanity – you’re unleashing their potential for innovation. When a business is looking to find efficiencies, introducing technology and changing ways of working, the best people to input into how to do this are the ones on the ground doing the work. This approach empowers them and fosters a culture of innovation.
Involving a cross-section of employees from the onset of the planning and design of a change provides valuable insights into ideas, suggestions and options they may not have thought about.
As you continue the journey, having working groups and the collective voice of the people included supports the proper communication, engagement, training and support models.
Think about this...
Can you think back to a time when change was dumped on you without warning or input?
- Now, think about how that made you feel? What was the culture like? How did your peers take it?
- Now, think about a time when you were brought into the process early. Invited to be a part of it, have a voice, share your thoughts. How did this make you feel?
Big difference in how you felt, performed and processed the change, right?
Humanising change creates an environment where uncertainty doesn’t paralyse but energises. It transforms change from a top-down edict to a shared journey of growth and discovery.
So, how do we ensure we are investing the right amount of time and effort into getting change right?
It’s about finding the balance between moving quickly to adapt to market changes and taking the time to involve and prepare your team. How do we get people excited about change rather than fearing it? By making them feel valued, heard, and equipped for the journey.
HERE ARE 8 STEPS THAT YOU CAN IMPLEMENT TODAY TO HUMANISE YOUR APPROACH:
- Listen Like You Mean It
- Mix town halls, anonymous feedback channels, and one-on-ones to ensure everyone has a voice
- Hold regular, open conversations
- Encourage honest, judgment-free feedback
- Pay attention to what’s said and unsaid
- Create a safe space where all voices are heard and valued
- Take note of words shared and body language used
2. Dig for the Real Issues
- Don’t be afraid to surface complaints – these often mask deeper concerns
- Use surveys and focus groups to uncover the root causes of resistance
- Look beyond surface complaints
- Analyse feedback patterns
- Use data to reveal root causes
- Address underlying concerns
- Call out risks early
3. Communicate with Clarity and Heart
- Be transparent about the ‘why’ behind changes
- Use multiple channels to reach everyone and address concerns head-on
- Be transparent and consistent with messaging and timelines
- Address concerns empathetically
- Use various channels to ensure everyone gets the message
- Build trust and reduce uncertainty with active involvement
- Personalise your interactions
4. Make Problem-Solving a Team Sport
- Involve diverse voices in crafting solutions
- Use collaborative tools to tap into collective creativity, even for remote teams
- Form diverse problem-solving teams
- Welcome ideas from all levels
- Give staff ownership in the process
- Foster commitment and innovative thinking
- Open up to out-of-the-box thinking
- Run cross-division/role workshops and watch innovation thrive
5. Equip Your People for Success
- Offer varied learning options and dedicated time for skill-building
- A well-prepared team is a confident team
- Personalise the learning journey
- Provide the necessary tools & support to use them
- Allow time for adjustment
- Empowering your team with resources
- Boost confidence and capability
6. Lead with Genuine Empathy
- Share your own change experiences
- Create spaces for people to voice fears and hopes
- Acknowledge challenges
- Provide robust support
- Celebrate all progress
- Create a supportive environment for change
- Acknowledge time & effort
- Showcase others ideas
- Provide opportunities for many
7. Be Flexible, Not Rigid
- Plan for course corrections
- Gather feedback at each stage and be ready to adapt your approach as needed
- Embrace agility in your change management process
- Adapt based on feedback
- Be ready to pivot
- Show responsiveness to needs
- Build business readiness at every stage
- Revisit risks and ensure they are being considered
- Be Flexible while navigating through unexpected challenges
- Get sponsorship & Executive buy-in for adjustments to the strategy
8. Follow Through Religiously
- Create visible action plans from feedback
- Provide regular progress updates
- Circle back to ensure changes are working
- Demonstrate commitment to the process and your people
- Act on received feedback
- Implement agreed solutions
- Keep everyone updated
- Consistent follow-through
- Build credibility and maintain momentum
Remember, the goal isn't to make change painless - it's to create an environment where people feel equipped and motivated to tackle challenges head-on.
Creating Safe Spaces for Real Talk
Let’s get practical about how to make these steps work in the real world:
- Coffee Chats: Nothing beats a casual catch-up over a cuppa. It’s incredible what people will share when you’re not in a formal meeting room.
- Anonymous Feedback Tools: Sometimes, people need the safety of anonymity. Tools like SurveyMonkey or even good old-fashioned suggestion boxes can be gold mines of honest feedback.
- “No Blame” Workshops: Run sessions where the focus is on solutions, not finger-pointing. When people know they won’t get in trouble for speaking up, magic happens.
- Reverse Mentoring: Pair senior leaders with junior staff. It’s a great way to get fresh perspectives and break down hierarchical barriers.
Measuring the Human Side of Change
Tracking the impact of these humanising steps isn’t always straightforward, but it’s crucial. Here are some metrics we’ve found invaluable:
- Engagement Scores: Regular pulse surveys can show you if people are feeling more connected to the change process. Be careful not to overdo, you don’t want them to lose their value.
- Innovation Metrics: Track the number and quality of ideas coming from staff. A more human approach often leads to more creative solutions.
- Retention Rates: Are fewer people jumping ship during times of change? That’s a good sign that your humanising efforts are working.
- Change Adoption Speed: How quickly are new processes or tools being embraced? Faster adoption often indicates better buy-in.
- Qualitative Feedback: Sometimes, the best measure is simply asking people how they feel. Regular focus groups or one-on-ones can provide rich insights.
Everyone Plays a Part
Implementing these steps isn’t just a job for HR or senior leadership. It’s an all-hands-on-deck situation:
- Senior Leaders: Set the tone. Be vulnerable, share your own experiences with change, and actively participate in listening sessions.
- Middle Managers: You’re the crucial link. Translate high-level change into day-to-day actions for your team. Be the empathetic ear and the motivating voice.
- HR Teams: Be the guardians of the human element. Design training programs, facilitate feedback sessions, and keep a pulse on the organisation’s mood.
- Frontline Staff: Don’t underestimate your power! Speak up, share ideas, and support your colleagues. Your engagement can make or break a change initiative.
- Change Champions: These are your secret weapons. Identify influential people at all levels who can model the change and bring others along.
With a human-centred approach, your organisation won't just survive change - it'll thrive because of it. Remember, humanising change isn't a one-size-fits-all approach. It's about finding what works for your unique culture and people. And sometimes, it's messy. But in our experience, it's always worth it.
What’s been your experience with humanising change? Have you tried any of these strategies?
We’d love to hear your stories and challenges. Contact us today to discuss your potential change and how we can partner with you to ensure your people and business success in change.
Let’s work together to make change an exciting journey of growth for your entire organisation.