Change is constant, yet implementing it effectively remains a challenge for many organizations. According to a recent report from Eagle Hill Consulting, while 63% of U.S. workers experienced workplace change in the past year, 34% felt the changes weren’t worth the organizational effort. Only 25% of employees said their organization manages change effectively across the workforce.

Successful change is not just about what changes are made, it is about how they are implemented. Employees experiencing heavier workloads and increased stress without adequate support are less likely to embrace new initiatives. In fact, 45% of workers in the Eagle Hill survey reported that organizational change increased their workload, while 43% said it raised stress levels. Meanwhile, 62% indicated that managers did not adjust workloads to allow time for learning or adjusting to changes.

Employees respond differently to different types of change. Initiatives such as new product launches, technology upgrades, and artificial intelligence implementations tended to be viewed more positively, while changes like return-to-office mandates drew more mixed reactions. Across the board, employees want to feel heard, yet only a third reported having a voice in change initiatives.

What can HR leaders and organizational managers do to increase the likelihood that change efforts will succeed? Research and best practices suggest a few key strategies:

• Phased Rollouts: Introduce change gradually to give employees time to adjust rather than overwhelming teams with multiple shifts at once.
• Lighten Workloads During Transition: Reduce nonessential tasks or provide additional support to allow employees to focus on adapting to change.
• Build in Buffers: Allow flexibility and time for teams to test new processes or systems before full implementation.
• Seek Employee Feedback: Gather input from employees after the testing phase and make adjustments as needed based on their insights.
• Connect Changes to Business Outcomes: Clearly communicate the purpose of change and how it aligns with organizational goals to create a sense of shared purpose.
• Leverage Team Leaders: Managers play a critical role in influencing how change is perceived and adopted. Equipping them with communication tools and resources can make a significant difference.

Intentional, inclusive approaches help employees adapt, increase engagement, reduce stress, and improve overall outcomes. By focusing on the “why” and “how” of change and providing the right support, organizations can turn change from a source of frustration into an opportunity for growth and improvement.

Source: HR Dive