{"id":3572,"date":"2020-07-30T11:07:27","date_gmt":"2020-07-30T11:07:27","guid":{"rendered":"https:\/\/www.inpulse.com\/?p=3572"},"modified":"2020-07-30T11:07:27","modified_gmt":"2020-07-30T11:07:27","slug":"how-to-lead-your-people-through-change","status":"publish","type":"post","link":"https:\/\/thirteencreative.co.uk\/inpulse21\/how-to-lead-your-people-through-change","title":{"rendered":"How to Lead your People through Change"},"content":{"rendered":"

There\u2019s a lot of uncertainty right now, but one thing that\u2019s certain, is change.\u00a0<\/span><\/p>\n

All business, throughout the world, are experiencing seismic change right now – and possibly will be for many more months to come.\u00a0<\/span><\/p>\n

Change and its effect on engagement & wellbeing\u00a0<\/b><\/h2>\n

What we at Inpulse have seen, is that drastic change greatly impacts employee engagement & wellbeing – often negatively, if not managed well.\u00a0<\/span><\/p>\n

Amongst the many things we\u2019ve learned during this time, financial security showed up as the greatest of all concerns amongst employees. In most cases, it affected engagement and wellbeing.\u00a0<\/span><\/p>\n

But as soon as leaders understood this to be the leading concern, they were able to take the necessary steps to minimise anxiety, and therefore \u2018saved\u2019 engagement and wellbeing.\u00a0<\/span><\/p>\n

In doing this, they also \u2018saved\u2019 some of their other pressing issues like low productivity, performance, absenteeism, poor culture and more.\u00a0<\/span><\/p>\n

Download our free engagement and wellbeing guide<\/a>\u00a0<\/strong><\/p>\n

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Feelings influences behaviour<\/b><\/h2>\n

What many businesses forget, is that when their people feel anxious, worried, insecure, much greater problems can arise. In extreme cases, they may find themselves in legal battles with employees who feel vulnerable and scared; they may even see a rise in microaggression – and many other serious changes in behaviour.<\/span><\/p>\n

It\u2019s so important to understand that <\/span>feelings influence behaviour<\/span><\/a>. And it\u2019s really quite simple:<\/span><\/p>\n

bad feelings = bad\/destructive behaviour<\/b><\/p>\n

good feelings = good\/positive behaviour\u00a0<\/b><\/p>\n

Some examples of feeling and behavioural response:<\/b><\/h2>\n

Bad feelings<\/b>\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0Behavioural Response\u00a0<\/b><\/p>\n

Anxiety\/Insecurity<\/span>\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0Fight or flight; distracted, less inclined to perform<\/span><\/p>\n

Underappreciated<\/span>\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 Less inclined to perform, may look for work\u00a0<\/span>elsewhere, higher absenteeism<\/span><\/p>\n

Overworked<\/span>\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0Higher absenteeism, fatigue, increase in error<\/span><\/p>\n

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Good feelings<\/b>\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 Behavioural Response<\/b><\/p>\n

Engaged\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 <\/span>Improved performance, productivity, teamwork,\u00a0<\/span>less absenteeism, loyalty to role and\u00a0<\/span><\/p>\n

\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 company, improved work culture (and more)<\/span><\/p>\n

Appreciated\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 <\/span>Improved performance, productivity, teamwork,\u00a0<\/span>less absenteeism, loyalty to role and\u00a0<\/span><\/p>\n

\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0company (and more)<\/span><\/p>\n

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Secure (financially etc)<\/span>\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 Engaged, happy, more likely to perform (and more)<\/span><\/p>\n

How to lead your people through change<\/b><\/h2>\n

Leading your people through change begins with:<\/span><\/p>\n