How to motivate employees for change management during the projects?

It's a very good question...

 

Change of management is always a tough situation for any employee, in most of the environments. If it is a project environment, where the singularity of scope is the prime case, employees fear how they can cope with the new management. They might find this as a threat. Motivating employees at this stage would be very essential as part of regaining team confidence and morale.

*Build effective channels for communications and to explain the situation

*Create an environment where, employees can come up with their ideas

*If required , hire  professional consultants who can help in easing out the transition

* Try and avoid intensive reshuffling. Maintain effective teams as such.

* Talent selection and appreciation with clarity.

 

 

10 steps to motivate your employees during project.

Step1: Clearly define your vision.

Step2: Give employees what they want and need.

Step3:  Communicate well and often.

Step4:  Get everyone engaged.

Step5: Coach for success, and practice random acts of kindness.

Step6: Act fairly, respect, and create trust (don’t be a jerk).

Step7: Trust and verify, but also try to make work fun.

Step8: Give special attention to high-potential employees.

Step9: Be creative to avoid downsizing.

 

Step10: Implement incentive programs.

Talk and communicate with them quiet sufficiently until you have the feeling

that's their proper change's project (well enough involved).

 

training to familiarize employees with organizational changes isn't sufficient to motivate workers and increase knowledge

Define your projects,give employees what they need and want,good communicate white them,get everyone engaged,create trust ,respect.try to make a work fun ,be creative,give special attention to high potential employees.That is a key for good projects.

An organizational change can take many forms, from a simple change in your business philosophy to a sweeping formal alteration of your business product or service offerings. Motivating employees through an organizational change requires a singular devotion to maintaining workforce morale. Keeping employees happy through even a small change in operations can be difficult, unless you, as a business owner, place value in the opinions and personal development of each employee. Change within your organization is not necessarily a physical alteration of your business, a wholesale change in the way your company brings in money, or a shift in how your business manufactures products. Organizational change can apply to culture, business strategies and human resources management. These noncorporeal changes occur both in the minds of your workers and within the philosophies of how you, as the owner, choose to do business. According to Management Help's website, motivating your employees through an organizational change rests on your ability to create an environment conducive to higher spirits and personal empowerment.Simply providing additional training to familiarize employees with organizational changes isn't sufficient to motivate workers and increase knowledge. According to Businessballs.com, a business information website, focusing on the development of employees in terms of emotional maturity, integrity and compassion allows employees to feel personally invested in the organizational changes. Employees who feel more invested in the process of company change show higher levels of motivation and internalize new methods of operation. This allows for a smoother transition and helps your company increase overall productivity. Aligning the business goals of your company with the personal goals of your employees can help you increase workforce motivation through an organizational change. For example, stating the goals of your business in terms of building positive community relationships and sustaining responsible profit levels allows workers to identify with those business goals, because they can apply the concepts to personal desires. Workers who understand and approve of your company's goals work harder to help your business achieve those milestones. By contrast, employees won't work as hard to achieve goals they view as dishonest or amoral.Transparency goes a long way toward assuaging employee doubts about an organizational change, and allows workers to feel more involved with your company's new initiatives. Scheduling question-and-answer sessions with employees can also help disseminate information, and throw water on rumors before office gossip can damage workplace morale. Speaking plainly and avoiding spin in your answers helps eliminate vague language that can cause confusion. Employees see right through an owner who doesn't speak using direct language. Keeping communication open and positive during an organizational change keeps workers motivated, and may even lead to new ideas you didn't consider when first implementing this change.

According to me, Its does not matter whether the working environment changes-es or not we have to work with the same Enthusiasm as I working with & with the same positive frame of mind & finish my assign work before time with Zero errors/difference.& same thing you can follow to your Subordinates / Ca luges & employees that you are working for a company not for a management this thing are changing as per time. So, you have to focus on your own assign work & last finally the management will appreciate your work & you get rewarded for your good deeds.

     According to me,There is no need to take a class & tech them how to work, because only management is change & may be they change some rules & Regulation also but they can't change the procedure & principle of any running company. SO, The experience employees of the is familiar with this & you only want Support them & told them to stick on basic. that 's all.

 

 

Any directives from the employer should be clearly communicated to all employees to avoid slow down of activities. 

In case of any change,  the existing culture has to be studied first to avoid conflict