Jim's Cover Pass: Dealing with leadership change in the weld shop

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Q: Our company has been going through several organizational leadership changes affecting the implementation of welding procedures and work directions. Do you have any suggestions to help better understand the employee response to these changes and how I can keep my team positive and on board?

A: As the saying goes, the one thing that remains constant is change. These last few years have really made that statement seem somewhat overwhelming. A stagnant company that continues to do things “the way they've always been done” is asking to be left behind. Here are a few suggestions to help your team work through change.

The first reaction most employees have is denial. They don’t want to accept change or the enforcement of new procedures. Their next response oftentimes is anger and resistance. The questions “Why is this change being made?” and “What was wrong with the way we always did it?” will surface and become break room chatter. Some employees will undoubtedly resist and become more vocal than others.

What most employees feel is fear of the unknown and a resistance to change, especially when it comes to their daily workplace. Oftentimes this stems from employee concerns and fears of how this change will affect their jobs and employment status.

This is where good managers can help ease this transition. The best plan of action is to provide a clear line of communication between all parties. Asking for suggestions and feedback is important to the process. Provide a clear message that describes the advantages and growth opportunities that will be available.

Another helpful idea is creating a timeline that shows when new procedures will be implemented. This timeline also should include employee training and a trial period to work through the details.

The final stage is acceptance. When the results are positive and include increased production, better working conditions, improved company relations, and continued company growth, most employees will begin to support the new ideas.

And for those who continue to resist and refuse to accept their new responsibilities? Perhaps they’ll be better off working for your competitor down the road.