Change is personal. When an organization proposes change, the workforce is fearful of how their jobs will change, what new skills and responsibilities will be required, and how the layers of management-employee communication will alter. Change challenges employees to step out of their comfort zone and old organizational structure. Successful change implementation cannot be forced from the top-down. Acceptance of changes and commitment to the vision is vital at every level. Here are some steps about how you can start making change happen with your team:

1. Involve: Avoid mandating change and invite your employees to be part of the efforts to evolve processes. Be open and honest with your team about the developments and ask them what they need to feel comfortable and effective in implementing the changes. Give your team a safe place to vent their fears and address their concerns. Create a team wiki or portal to share ideas and feedback. Get your team invested.
2. Develop: Organizational change tends to be communicated in hi-level terms that do not encourage lower level acceptance. Tailor goals and objectives specific to your team that will assist your organization in achieving overall process change. Keep your plan flexible to adjust to lessons learned and mature and adapt to new tools.
3. Support: Follow through with the plan you create with your team. You are in this process together. Employees will need training, reward systems may need to be adapted, or hiring may be required. Give your employees what they need to succeed and make the required adjustments. Consider hosting bi-weekly brown bag lunch sessions with your team and/or department while participating in a webinar addressing new knowledge areas.
4. Communicate: Calm employees and encourage their continued support by keeping the line of communication open. Discuss what is occurring, why the changes are being made, and how they will develop. Be available to take suggestions or answer questions that employees might have. Encourage employees to use the new social media tools internally and boost confidence in use while giving them a new method of communication with you and the team.
5. Motivate: There is nothing better than a bit of peer pressure to enact widespread change. Share your team’s accomplishments across the organization and social web. Place your employees in the limelight and allow them to express how they are carrying out their role in the organization’s vision.

Have you given thought to how organizational change can occur at the ground level? Please share your lessons learned and how your organization has adapted social media.