Organisational change presents significant opportunities for growth, innovation and improved efficiency. It can also be a challenging experience for any company. Whether it’s a restructure, a merger, a shift in business strategy, implementing new values or behaviours or the adoption of new technology, change often brings uncertainty. Thriving through organisational change requires a proactive, optimistic mindset and practical, solution-focused strategies to help both leaders and employees adapt successfully. 

Here are five practical ways to thrive through organisational change. 

1. Creating the ‘why’ and explaining it through positive, optimistic communication 

Explaining the ‘why’ behind the change in positive, optimistic language is essential so that you bring everyone along with you right from the start. Here at MGI we call this creating the believable case. It is the driving force behind any organisational change programme we develop for our clients and provides the essential roadmap for the entire process. It encompasses the long-term benefits and clearly shows how the change aligns with the company’s mission and values. 

This then extends across all the language and communications used during the change, all of which should be optimistic with the positives always communicated first. A culture of clear, open communication is critical because it fosters trust and demonstrates that leadership is confident in the process, which inspires the same confidence in employees.  

2. Prepare people for the change by equipping them with the skills they need 

Change often requires employees to acquire new skills, adapt to new technologies, or adjust to different workflows. Ensuring that people are equipped with an optimal mindset will allow them to assess the impact of any situation and understand what control or influence they have. It also encourages involvement in the change, where their views and feedback are welcomed and listened to, allowing them to know that they do have influence and make a difference to the overall success of the process.  

Robust training and development opportunities equip people with the tools and resources they need to thrive in the new environment. This ensures a smoother transition while fostering a culture of growth and resilience. When people feel supported in their development and confident, they are more likely to embrace the change and perform at their best. 

It’s important to promote a mindset of continuous improvement by offering ongoing learning opportunities through online courses, workshops or access to learning platforms. At MGI, embedding the learning from our training courses is a vital step to successful outcomes, because in our experience, people who feel they are always growing will be more adaptable to future changes. 

3. Align to HR and performance management 

With changing business landscapes, flexibility and adaptability are critical traits for any organisation. Equipping people with the skills to be flexible and adaptable cultivates a culture that values and encourages employees to be open to new ideas and approaches. It also gives them the confidence to know they can assess the impact objectively, come up with alternatives and solutions if they question certain aspects of the change, and know they will be rewarded and recognised for their contributions. 

It’s important to ensure that, through your HR and performance management, you are recruiting for, fostering and rewarding this flexibility and adaptability. Ensuring these traits are represented in behaviour frameworks, KPIs and objectives reinforces and embeds this expectation into the organisation.  

4. Lead by example 

During organisational change, leadership plays a crucial role in setting the tone for the entire company, building and sustaining momentum for the change. People look to their leaders for direction and reassurance. Leaders who model adaptability, optimism and resilience help create a positive environment that fosters employee confidence in the change process. 

When leaders embrace change with a positive attitude and a clear sense of direction, it sets the standard for the rest of the organisation, so it is essential to engage managers and influencers right from the start of the process. Employees are more likely to trust the process and commit to the change if they see that leadership is fully invested and confident. 

Leaders should actively participate in training and development programmes, attend launch meetings and be visible throughout the change process. This shows that they are invested and are experiencing the change alongside their teams. 

Leaders who remain solution-focused and resilient during challenging times and the inevitable setbacks of change, inspire their people to do the same. Strong leadership means providing a clear vision for the future and a roadmap for how to get there. Employees need to see clear direction and that there is a plan in place, seeing it evolve over time. 

5. Celebrate Wins and Milestones 

As you link back to the believable case at regular points throughout the process, recognising and celebrating both big and small wins helps maintain morale and motivates everyone to keep pushing forward. Celebrating progress along the way  

creates a sense of accomplishment and reinforces the positive aspects of the change. It also helps to break down what might be a lengthy process into manageable chunks, ensuring the organisational stamina required is in place.  

Setting clear milestones throughout the change process and celebrating when they are reached is motivational. Whether it’s completing a training program or successfully implementing a new system, acknowledging progress keeps momentum strong. Internal announcements, social media posts, awards, or celebrations can be used to recognise progress and individuals embracing and leading the change. 

From building a believable case and a clear roadmap to follow, fostering open communication, investing in learning and development, building a culture of adaptability to leading by example and celebrating milestones, companies can certainly thrive through change. These practical strategies will help businesses navigate transitions smoothly while also positioning them for long-term success in an ever-evolving market. 

Get in touch here to find out how MGI’s Mindset, Language & Actions Toolkit can equip your financial customer service teams with the supercharged communication and people skills required to deliver exceptional customer experiences. 

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