Anton OosthuizenSenior Business Analyst / Project Manager| Self EmployedPretoria, Gauteng, South Africa
Communicate, communicate, communicate. People are generally only anxious when they do not know what is going on. Presenting all the facts allow them to evaluate the personal impact and then if they are still anxious you can have a sensible conversation about specific issues. Did the budget reduce? If I know that this could mean that some contractors will be cut then me (as a contractor on the project) and talk to you about options. If the scope increased and it means that we will need to work more hours then I know that my life/work balance will be impacted and I can ask if it is still ok if I leave early on Wednesdays to attend school functions.... Saving Changes...
Stakeholders engagement & communication during scope freezing and agreement on project deliverable is the key factor. Saving Changes...
Sergio Luis ConteHelping to create solutions for everyone| Worldwide based OrganizationsBuenos Aires, Argentina
Perhaps I did not understand your question. In my case, I always said to everybody: the only thing we must be sure about the project is only one thing: changes will happend. Saving Changes...
Karl TwortSenior Project Manager| Fresh EggUnited Kingdom
Involvement can breed acceptance. Even giving the anxious employee the smallest task/activity to feel included (UAT is always a good area to explore) can help alleviate any concerns. And as Anton said, clear communication always reduces the anxiety as even sharing known problems demonstrates control of the project. Saving Changes...
This calls on the high EQ required of an effective PM. Active listening, soliciting feedback, being transparent about the change impacts and providing a safe space for folks to express their concerns are all tactics which may help.
Currently we are also in same position, I will explain what I discussed with my team. First, I held a meeting with them & briefed about current situation, what benefits we will get if we utilize this change & I introduced some new methodologies in our work culture. Now everyone is ready for the change & I believe my team is in a positive tone. Saving Changes...
Change management demands maturity in stakeholder engagement techniques/practices. Communication and servant leadership skills are crucial. It seems obvious but doing it right is an endeavor task. It demands energy, commitment, emotional intelligence. Even if it penalizes you, as project manager.
Study your stakeholders and act accordingly, keep them informed, and consult the proper people. Saving Changes...
Alyne Padilla LynchSr Business Process Analyst| Communications and Finance IndustrySacramento, Ca, United States
Second, third and fourth that communication and transparency are essential. If I were in your shoes, I'd incorporate ice breakers and/or team building activities at the beginning of the next few meetings. Create the sense that you're one team and all in this together - regardless of change. These type of activities can also foster collaboration and unity. Personally, I wish more PMs started off heavy meetings with something lighter. It's a great way to ease into delivering red status updates. Saving Changes...
Stéphane ParentSelf Employed / Semi-retired| Leader MakerPrince Edward Island, Canada
One of the best way I have found to help with organizational change management is to involve people in the change process.
Involving people makes them understand clearly what the change is, its purpose and turns them into champions. Saving Changes...
Frequent connect. Effective,crisp and quick communication avoids confusion, effort leakage and rumors. Relevant stakeholder/hierarchy involvement in meetings specially town halls brings back the rhythm and project stability confidence. Saving Changes...
