Top Tips for Supporting Staff During Organisational Change
The greatest danger in times of turbulence is not the turbulence;
Peter Drucker
it is to act with yesterday’s logic.
Why This Matters
When managers change, roles alter or new systems are introduced, staff need more than instructions. They need honest communication, opportunities to ask questions and confidence that their concerns will be heard.
Introduction
Good change leadership is not about having every answer. It is about creating enough clarity, trust and involvement for people to move forward together.
Real-Life Example
A manager introduced a new rota and explained the operational reasons behind it. Staff were invited to raise practical concerns, including the impact on people receiving support. The final decision could not meet every preference, although listening and explaining the reasoning reduced rumours and helped the team plan.
Mike’s Reflection
Silence during change is rarely empty. People may fill gaps with assumptions, worries or information from the grapevine. Regular communication protects trust, even when some answers are not yet available.
This Week’s Top Tips
Communicate with Honesty
- Explain what you know and what remains undecided
- Share the reasons for change
- Provide regular updates, even when progress is limited
Acknowledge Loss and Concern
- Listen without becoming defensive
- Recognise the impact on roles and relationships
- Avoid dismissing understandable emotions
Create Involvement and Direction
- Ask staff for practical insight
- Clarify priorities and responsibilities
- Agree immediate next steps and review points
A Gentle Reminder
People are more likely to engage with change when they feel informed, respected and involved.
September Challenge
During your next team conversation about change, ask: “What do you need from me to help you move forward?”
Over to You
How do you create trust when you cannot yet provide complete certainty?
Remember: Small Actions can Create Big Opportunities.
Over to You:
Release Your Potential
These are my thoughts and perspectives (I’m not necessarily right or wrong, simply starting a conversation).
So, what about your thoughts? What is YOUR perspective?
- Do any of these things ring true for you and can you picture yourself putting these tips into action?
- What would it look, sound and feel like if you put some of these tips into action – for you and others?
- What barriers might you come against when putting these tips/ideas into action? How might you overcome them?
- Who could give you support and how?
- Have you tried these tips and ideas out and, if so, what have you learned?
I’d love to hear your thoughts, reflections, gut reactions, perceptions, experiences and wisdom.
Remember that sharing our experiences can help others, so your thoughts and comments are always welcome.
