Harvard Business Publication Suggests:
1. Know your employees’ priorities. Don’t wait for review time. Regularly ask your employees what they care most about. As a manager, you need to know what drives them.
2. Communicate company priorities. Tell employees what the company needs to achieve in the next week, month, and year. Be clear and consistent, and do this often.
3. Align interests to responsibilities. Now that both agendas are clear, try as much as possible to channel employees’ interests into relevant company priorities.
1. Motivate Your People. Statistics state about 97 percent of people resist change. Change upsets their daily routines and makes them nervous. The first things is to inspire your employees one at a time to buy into your change plan. Be willing to work alongside your front-line supervisors, work with employees in small groups or be available for one-on-one meetings to explain how the change benefits the organization and the individual. Be patient with employees as they adapt to their new circumstances.
2. Be Specific. Help each employee team member understand his or her new role in the company.
3. Use Multiple Channels of Communication. Use every communication tool at your disposal including : internal newsletters/memos, e-mail blasts, division meetings and possibly even a blog.
4. Listen. In order for employees to buy into change, they have to share in it. Invite and listen to team members’ suggestions. Let the employees show you how they feel they can align their jobs to your needs. After all, who knows a job better than the employee doing it? While this isn’t an “everyone gets a vote in the final decision, it is “everyone’s involved” consensus team building.