In an era of relentless transformation, where the only constant is change itself, the challenge of maintaining team and individual motivation through the continuous cycles of “change” looms large.
Statistics paint a stark picture: studies consistently show that a significant percentage of change initiatives fail, often due to a lack of employee engagement and motivation. Findings indicated that teams will often become fractured, individuals disengaged, and productivity can plummet. And ultimately change initiative, that once looked good on paper will often go on to fail.
But what if we could flip the script? What if change wasn’t a threat, but a launchpad for unprecedented growth, unity and success?
The APMG has developed a checklist to help support project managers, as they straddle the requirements of ‘change’ within their projects and programs. Part of a recently launched campaign to improve industry change management.
The simple but effective “Keeping People Motivated Through Change” highlights crucial strategies for project professionals.
Below we explore a selection of powerful avenues that can transform your organization’s approach to transformation: fostering personal development, celebrating progress, embracing “honourable failures.”, and uniting your team in the face of disruption.
Make Transformations a Time of Personal Development: The Metamorphosis Mindset
Imagine a caterpillar, cocooned in its chrysalis. To an outsider, it might seem like a period of stasis, but internally, a magnificent transformation is underway. This is the mindset we need to cultivate during organizational change. Instead of viewing shifts in roles, responsibilities, or technologies as burdens, present them as unparalleled opportunities for personal and professional development.
Think about it: new systems often require new skills. Restructuring can open doors to cross-functional collaboration and leadership experiences. This isn’t just about training; it’s about empowerment. Encourage employees to embrace new challenges, providing them with the resources, mentorship, and psychological safety to experiment and learn. Frame the learning journey not as a compliance task, but as an investment in their future. When individuals see change as a catalyst for their own growth, their motivation skyrockets. They become active participants in their evolution, not passive recipients of imposed directives.
Seek to Demonstrate Progress: The Power of Visible Wins
In the midst of a marathon, what keeps a runner going? Often, it’s the sight of mile markers, the cheers of the crowd, and the feeling of momentum. Organizational change is no different. It can feel like an endless uphill battle if there’s no visible indication of progress. This is where the power of “wins” comes into play – big or small.
Proactively seek out and showcase ongoing achievements, no matter how incremental. Did a team successfully adapt to a new software? Celebrate it! Did an individual brilliantly solve a problem arising from a new process? Recognize their ingenuity! Create a culture of recognition where contributions are not just acknowledged but genuinely celebrated. This isn’t about superficial praise; it’s about providing tangible evidence that the collective effort is yielding positive results. Regular updates, internal newsletters, team meetings, and even informal shout-outs can all serve as platforms to highlight these successes. When people see that their hard work is making a difference, it fuels their motivation and reinforces the value of their contributions.
Handle ‘Glitches’ Positively: The Art of the Honourable Failure
Let’s be honest: no change initiative is perfectly smooth. There will be bumps, detours, and outright roadblocks. The crucial differentiator lies not in avoiding these “glitches,” but in how you respond to them. The instinct to blame or hide failures can be detrimental, fostering a culture of fear and stifling innovation.3 Instead, embrace the concept of “honourable failure.”
What is an honourable failure? It’s when someone, despite their best efforts and intentions, encounters an obstacle or makes a mistake while trying something new. The key is to shift from blame to learning. When things don’t go according to plan, resist the urge to point fingers. Instead, gather the team, analyze what happened, and collectively identify the lessons learned. Celebrate the courage of those who dared to try, even if the outcome wasn’t ideal. Emphasize that these “failures” are invaluable data points, crucial for refining processes and improving future outcomes. This approach not only builds resilience but also fosters a psychologically safe environment where experimentation is encouraged, and learning is paramount. It transforms setbacks into stepping stones, reinforcing the idea that progress is iterative and imperfection is part of the journey.
Keep the ‘Tribe’ Together: The Unifying Power of Connection
In times of uncertainty, human connection becomes even more vital. Just as early tribes found safety and strength in numbers, employees navigating change feel more secure and open to new experiences when supported by trusted colleagues. The feeling of belonging to a “tribe” — a cohesive team with shared goals and mutual respect — can be a powerful antidote to the anxieties of transition.
Beyond collaborative work, intentionally foster shared social activities. This doesn’t have to be elaborate or expensive. Simple team lunches, virtual coffee breaks, informal brainstorming sessions, or even dedicated “water cooler” chat channels can significantly strengthen bonds.4 Encourage cross-functional interactions and create opportunities for people to connect on a human level, outside of formal work tasks. When individuals feel supported and understood by their peers, it creates a robust network of resilience, enabling them to navigate challenges with greater confidence and enthusiasm. A strong “tribe” transforms individual motivation into collective momentum, propelling the entire organization forward through change.5
Are you ready to embrace these strategies? As you continue on your journey to excellence, remember, turn change into a personal growth accelerator, celebrate every step of the journey, focus on taking the learning from every stumble, and nurture the powerful bonds of your “tribe” – you won’t just manage change; you’ll unleash its transformative potential, keeping your people motivated, engaged, and ready to thrive in the evolving landscape of tomorrow.To find out more about the APMG Change Management Certification click Here
