What does change look like for an SME? Usually, it’s working out how to manage your team through
an event that, however small, can have a big impact on your close-knit organisation. As a leader in
an SME, you’re often able to make swift decisions and avoid corporate bureaucracy around change.
But being hasty and communicating informally can land you hot water when your processes don’t
match your HR policies.
As always, we’re here to help. Read on, and we’ll share with you:
● What you need to know and do to lead a team through change, and keep up productivity
and morale
● How to help your people when you don’t have all the answers, or you’re not sure how much
information to share
● What documents you need to have, and what policies you need to follow, to get change
management right.
We’re also reminding you about October’s fully funded HR support for eligible York and North
Yorkshire businesses, and sneaking in a little testimonial from one of September’s Toolbox Talk
attendees to let you know why an hour with us is such a productive way to spend your time!
Three top tips to lead well during change
Leaders often think change is a negative thing, and sometimes it is (for example, redundancies and
restructuring due to loss of business). But you might be managing change for some really positive
reasons, like relocation due to growth, adopting a new product or service, or even embracing a
merger.
No matter the reason, you need to manage the change process properly. This can be hard if you’re
an SME without a dedicated change management team. When you’re a manager, and especially a
single owner-manager, business relationship changes can have a more dramatic effect on dynamics.
So, what can you do?
1) Talk to your team
You need to communicate even more clearly when things are changing. Talking is really important as
silence is risky: it builds anxiety, allows rumours to spread, and creates uneasy feelings of mistrust.
Communicate the ‘why’ and mention about giving employees a sense of control to encourage
participation in change. Involve employees meaningfully in the process.
Keep your people informed, even if there’s not much you can fairly and legally share. Be honest, as
far as appropriate, because acknowledging what’s happening demonstrates mutual respect.
2) Lead by example
Leading by example, with empathy: when people trust you, they follow you through change
Prove to your team you’re someone to look up to. You don’t need to pretend you have all the
answers – even an owner or manager shouldn’t be expected to know everything. (That’s especially
true if you’re an accidental manager.)
But if you model the behaviours you want to see, your team are more likely to follow your example,
trust your leadership, and respond to change as well as they can.
3) Check your policies
You’ll lead better through change if you know you’re following the right procedures, and have the
policies to back up your decisions. That’s everything from employment handbooks and
understanding your consultation and contract obligations to keeping the right records.
We’ll work with you to get those documents in place so they’re ready for when change does happen.
And we’ll be right there to help you balance employee welfare with HR responsibilities.
You don’t have to know everything. But we do, so ask us to help.