1. Communicate, communicate, communicate Regularly communicate with updates on the changes taking place and what this will mean for colleagues and teams. Be transparent with your communications and be honest about what is still unclear and being worked through. Finally create opportunities for colleagues to ask questions, share concerns and feedback.

2. Be clear on the why When people understand why the change is happening, how it supports the longer term vision of the organisation and what will be different, they are more likely to be engaged and supportive of the change. This needs to feed into the communications plan and regularly revisited and discussed.

3. Recognise the emotional impact of change Change impacts people in lots of different ways and many people find change very difficult. Remember the change curve and the emotions people experience when going through change which are normal reactions. Demonstrate empathy through this period, regularly check in with colleagues and give them the opportunity to share how they are feeling and what they are finding challenging.

4. Involve your teams in the process When people feel part of the change and not just subject to it, they are more likely to support it. Consider how you can involve colleagues and teams in creating solutions and shaping how the change is implemented.

If you would like to find out more about how we can support your leaders and managers through change and the training we offer for leaders and managers to be more effective and driving a high performance culture, please get in touch.