How do you get employees to embrace change? How to get employees to embrace organizational change.

Employees are reluctant to accept organizational change, and it is generally based on some personal concerns, and it is enough to find these reasons and solve them one by one.

1. Employees think that organizational change may affect their vested interests, so it is necessary to understand some of the problems that employees may worry about, and communicate with Qi to inform them that they will not affect their vested interests because of the change, but will be more beneficial to them.

2. Many employees think that organizational change may affect the current work and disrupt the existing plan, so we must do a good job of communicating in the early stage to inform employees that the organizational change may lead to the temporary disruption of the current work plan, but in the long run, it is for better work development, so that employees can accept and promote organizational change together.

3. Many employees think that organizational change is a complex and lasting thing and may not necessarily adhere to the end, at this time, it is necessary to inform employees of the company's firm confidence in organizational change, and employees need to participate in the change, inform employees of the importance of personally participating in organizational change, so that they feel that participating in organizational change is a very fulfilling thing.

In fact, the problems encountered in organizational change are not the same for different enterprises, if you want to persuade employees to accept organizational change, you must find the problems that may affect the change, find these problems, classify these problems, put forward targeted solutions, and solve them one by one.

1. Encourage employees by rendering meaning.

A good change leader can unearth the internal motivation of employees to change and make them adapt.

From exclusion to new acts of acceptance. They know that people can completely change how they feel about any event, that unpleasant behaviors can be seen as meaningful, boring behaviors can become exciting, and painful behaviors can become worthwhile. The key is to help people see the deeper meaning of fresh behavior.

2. Use material resources to motivate employees.

Short-term benefits are more attractive to most people! For many people, something practical may be necessary.

But when you don't achieve any results after both spiritual encouragement and material incentives, the reason may be: your change plan and the changes you ask employees to make are simply unreasonable!