Anita Campbell


Anita Campbell Anita Campbell is the Founder, CEO and Publisher of Small Business Trends and has been following trends in small businesses since 2003. She is the owner of BizSugar, a social media site for small businesses.

12 Reactions

  1. Aira Bongco

    It is important to expect change. It is inevitable anyway. So expect it and prepare for it instead of resisting it.

  2. Martin Lindeskog

    The only constant is change? 😉

  3. The two methods of overcoming resistance to change that stick out to me as the most important in this piece are WIIFM (What’s in it for me?) and security. WIIFM answers WHY should I agree to this? and security answers HOW safe is my job once we implement this change? These two methods create the buy-in from the team in order to implement change successfully. Answering WIIFM can sometimes be hard question to answer if you are not in tune with what your team wishes would improve in the workplace. It is important that you have a repertoire with your teams so you can properly present the WIIFM. As a leader, you can always say this change is happening, but if you want it done right, you need your team on your side.

  4. It is important to reassure your employees that when change takes place that they are safe. It is also important to know that if the change does directly affect employees to let them know in well due time. A great owner would ensure that they will do everything possible to keep all personnel intact. If this isn’t possible, it would be courteous of the business owner to pay severance to the employees that will be directly affected by the change that is taking place. Not all change is good, however, I understand how change can potentially take the company to new heights at some point.

  5. This article provides a lot of information on ways to engage employees in regards to implementing change. Employee engagement is important and can boost morale. Being able to communicate “the big picture” and the projected outcome is key and having the skill to deliver the message in different ways, to different audiences, is a plus. As long as the message is consistent and has a foundation. Adding incentives, games and office wide announcements to acknowledge employees taking initiative is a good point. Another idea is hosting a retreat/meeting offsite which changes the regular work schedule and put employees in a different environment, which might change the way one processes/thinks.

  6. This is a great article talking about the possible ways to invoke change in many organizations. Creating fun and giving positive feedback is a great way of doing this. I have said this about change before, but in order for everyone to get on board with the change, they need to be comfortable with the environment they are in. When people are happy, they are going to give you their best work. This is why it is important for organizations to make sure they implement their new policies or technologies at the right time. This is mostly true when talking about older workers who have to try and adapt to new technologies. Having fun and giving your employees a little bit of time to adapt to the change is the best way to reach the overall population in my mind.

  7. This article provides excellent insight on different ways to engage employees when it comes to change. When organizations are undergoing a new change, employees often have their own thoughts and feelings about it. In order for the change to be successful, employees should be allowed to voice their thoughts and opinions with their leaders. This would help management get a scope on how the change may impact the company further. Some employees might have resistance to this change especially when it involves methods that they may not be used to. The best way to get everybody on board is to stay consistent and make sure to show appreciation for them. Team meetings are an excellent way to achieve this!

  8. Oftentimes when managers encounter resistance to change, it occurs because the employees do not see how the changes will benefit them. Managers may explain how the change will improve the company, but this article states that good managers should take the time to explain how the changes will benefit the individual employee. It is helpful to prepare specific examples of how the changes will positively affect not only the company, but each employee. Another great suggestion from this article is the idea of the “pride system” in which managers can reward their employees and create a positive work environment through positive recognition. This is important at every level of organizational change because once employees feel like they are doing a good job and feel recognized, they are more likely to accept the new changes.

  9. The techniques presented in this article are brief, simple and very tangible for every type and size of business.
    Creatures of habits creating a new one can be very challenging, especially if so many things are at stake (job, paycheck, position within the company). The techniques presented focus on the right side of the problem: not the on actual change, but on the people.
    A Change should be presented as a comfortable event, just like the comfortable event of no change feels like. With the techniques presented the change happens naturally and almost effortlessly, allowing the worker to feel “naturally” integrated in the process.
    By being guaranteed a net and a cushion of support (jobs are not at stake, positive support, rewards) the workers end up having fun with it and embrace and welcome the change.

  10. I agree with what the article says regarding how to deal with resistance to change. Many times, the root cause of resistance to change is people think their job is at risk. It is important to inform employees their status is still secure within the organization. Another important aspect is being able to articulate and show how the change will have a positive impact on the employees’ jobs. Also, being able to show how it can improve their moods will lead to less resistance to change. This is not saying resistance to change is bad, it is necessary but is something mangers should try to mitigate.

  11. For many employees, change can be both a daunting and scary prospect. If employees don’t feel included in or integral to the change taking place, it can be difficult if not impossible to receive buy-in from them. This article talks about showing employees the big picture, not just once but many times. I have been guilty of explaining the “big picture” to employees once and then assuming that idea sticks with them. As managers, it is important to check back in with employees to make sure everyone is still on the same page and clear up any misunderstandings or misconceptions that may have arisen in the interim.

  12. For many employees, change can be both a daunting and scary prospect. If employees don’t feel included in or integral to the change taking place, it can be difficult if not impossible to receive buy-in from them. This article talks about showing employees the big picture, not just once but many times. I have been guilty of explaining the “big picture” to employees once and then assuming that idea sticks with them. As managers, it is important to check back in with employees to make sure everyone is still on the same page and clear up any misunderstandings or misconceptions that may have arisen in the interim.

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