As a leader in your company, you’ve done the research and know that moving toward a managed IT services provider is what is best for the success of your business. The concern? Change is hard. Really hard sometimes. You have the advantage of seeing all the numbers and all the ways that this move makes sense. How do you explain that vision to your team, however, and make the transition as smooth and positive as possible without interrupting “business as usual”? We all know the struggles that come with change management.
Here are some key best practices to consider.
Stakeholder buy in
The first step in change management is to make sure that the key leaders in your organization are involved and understand the vision that supports the decision. They should be aware of and understand all the “why's” behind what made this the best direction for the company.
Develop Clear process for implementation
Once your stakeholders are all in, work with them to develop the plan for implementation. This plan will need to be well thought out, and Five Nines can help! We have experience with the transition process and can point you in the right direction. You know your team best and will be able to adjust the process, so it makes the most sense for your company. The plan should have specific steps of implementation and key dates.
Recruit help from within
It’s important to determine who your A Players are so they can help in making the communication around this transition positive. There will undoubtedly be individuals that don’t like the change. Change is difficult for a lot of people and really difficult for others. These individuals could start conversations among employees that may spread negativity. If you can identify A Players who are respected by their peers and get them on board with the decision, they can be your boots on the ground to promote the positive aspects of the decision. Pull them in and explain some of the in-depth reasons for the change, and how it will help them be more successful in their role.
Communicate on all levels
You have your key players informed, Five Nines on your side, and you have a roll out plan that’s ready to go! The best way to communicate the plan is in person. Email is great for some things, but communicating big changes isn’t one of them. Incorporate the roll out in a staff meeting or at one of your department meetings. This is where the big picture should be communicated as well as how the switch will benefit them in their role. Only then should the plan for implementation be sent out via email, so everyone is aware of the process and key dates.
Conduct normal check-ins with the team
Once the change has been rolled out, don’t “set it and forget it”. Touch base with some trusted employees to see how things are going. I always tell people when they ask the question “How are things going?” be prepared to listen! Be prepared to offer suggestions, but more importantly, listen. There may be some actionable items you could easily change that would make a big difference for them.
Give it time
Last but certainly not least, acceptance will take some time. Those that don’t like change will not see the positives right away. And that’s okay. You’ve taken the right steps to make the best decision for the company and your employees. They will grow accustomed to the new normal and ultimately see the new partnership as a positive.
Change can seem overwhelming at first, but it can be managed and built upon. Don’t let your fear of change keep you from making decisions that could move your company towards greater success and higher levels of productivity. The most successful companies positively embrace change, and Five Nines will be with you every step of the way.
