How to Inspire Your Employees to Change

How to Inspire Your Employees to Change

Think about it this way. When you clean your old room, don’t you focus on the new space you just created instead of the past? That’s exactly what applies to your employees as well when there’s a need to change.

Change can be confusing and daunting. You won’t feel confident about executing your new set of tasks with the same efficiency you did earlier. Whether it’s about a new process, a new system or a new KPI itself, that insecurity will remain. We’ll take you through some key points to note on how to inspire your employees to change successfully.

  • Create Value: 

The beginning of inspiring your employees to change starts with creating value. That value can range in a variety of things. It could be as simple as a comfortable work-station or creating a friendly atmosphere. It could range from sitting down for one-on-one meetings or reassurances about their contribution. As long as you’re empowering your employee with something of value, the process of adapting to change becomes much easier for them.

It’s pertinent also frequently provide feedback to employees when the change is happening. That’s because even for the employee, they’re stepping in new territory. It’s always helpful to offer a shoulder when that’s happening to improve efficiency and productivity. There’s no motivation bigger than a leader who puts his employee’s needs and demands in front of their own.

  • Adapt, reset: 

When your employee has just started to adapt to a new process or work, it’s essential to let them adapt smoothly. But what’s more important is to continually follow up with performance review systems and the usual review system annually.

This could be beneficial for the employee as well as your workplace culture. It helps both the parties relax into their new roles and perform it to the optimum. If you see any slack from employees, it’s important to provide honest feedback not to let it happen in the future. Adapting to a new environment works better when both parties are equally involved.

  • Set new goals and follow up:

When a change is happening, it’s important to redefine goals and targets and work accordingly. Now, targets could be sales driven, performance-driven, or just simply, role driven. Sometimes the only change an employee goes through is a change of positions. This is much simpler than a performance-based change.

If you’ve set new goals, it’s essential to follow it up with your employee. Watch them do their work and help them achieve it by empowering them with the right skills and approach. Setting goals is a great way to adapt to change as even though your process may be different, you still know the result you need to achieve.


Taking the mix of all the above steps or even some of them will help you ease your employees to change and respect the company culture. Either being an inspiration through actions or just changing up the course of action for your employees will go a long way to help them adapt to new roles and new responsibilities.


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