The objective of this newsletter is to review key methods and guidelines learned in Supervision I: Fundamentals of Leadership, and to encourage you to reapply what you learned.   The key to learning any skill or technique is repetition and going out and doing it.

In Lesson 9, we reviewed Introducing Change.   Being a supervisor often requires preparing employees for changes that occur in the workplace—changes in policies, procedures, relationships, rules and standards—then working with employees to accept and implement these changes.

Your attitude regarding change and the way it is communicated will have a direct effect on how the employees will feel and respond to this change.  If the change is unclear or you don’t understand the reasoning behind it, get clarification before you communicate it to your staff.  As a member of the management team, it is your responsibility to communicate changes accurately and with a positive attitude.

Be prepared to tell your employees:

1.  What the change is.  Tell them as soon as possible to help prevent the rumor mill from spreading bad information and to give them time to address common barriers to change (i.e. fear of the unknown, conformity, past experience, current habits).
2.  Why the change is being made.
3.  What went into the decision-making process.
4.  What is the “bigger picture” being addressed that
employees may not know or understand.
5.  Who will be affected.
6.  How the change may affect their job.
7.  When the change will begin.
8.  How the change will be implemented.

When discussing the change with your employees:

1.  Stick to the facts.
2.  Solicit and accent the benefits of the change.
3.  Don’t downgrade past methods or decisions.
4.  Allow time for adjustments.
5.  Pay attention to reactions and resistance.
6.  Ask for support and follow up.

Resource:  Employers Association, Inc.