How can we engage staff in times of upheavel?
I have recently been working with two organisations in the midst of a large-scale merger. One challenge of this work has been engaging team members from across the two organisations in the ongoing, emergent change of this merger. This is no small feat!
During times of upheaval like this, how can we ensure staff are supported through the change, and even energized by the new possibilities that it might bring?
These are some strategies I’ve employed in my work with these groups.
Create a supportive environment
Make an intentional effort to build an environment where team members are cared for and supported and let them discover that they aren’t just bystanders in the process. They are active participants in shaping the future they’re moving into. Be honest about how it feels - disruptive and disturbing at times. It's part of the transformative change that a merger is. Reimagine the merger as a unique opportunity to grow a new organisational culture that everyone owns.
Space for emergent conversations
Hold space for teams and team members to feel safe in expressing their insights and concerns. Facilitating these conversations and allowing them to emerge and evolve without putting an agenda to them, will help people be seen and heard, and encourage authentic dialogue. This goes beyond traditional top-down communication and embraces a collaborative approach, which values every voice. These conversations nurture a shared understanding of the merger's challenges and opportunities.
Increase a sense of agency
Debunk the idea that the people in authority have all the answers - they have some but require everyone's participation to 'build out' the changes necessary. Empower team members by recognising their expertise and encouraging them to share their perspectives openly. The shift from passive compliance to active engagement transforms the change process into a collective journey. When people realise their contributions are valued, they become invested in the outcome. Bringing together a group of people invested in the process makes it more enjoyable and innovative. (And yes, it will still be uncertain and emotional.)
The transformative power of this approach lies in its ability to leverage the collective wisdom (or multiple perspectives) of your people, propelling the organisation towards sustained success in its new, unified form.