Staffing

Change, as they say, is the only constant we can count on, but change can be difficult to accept and adapt to if you are not prepared. A successful practice should always be thinking “how will you and your team manage change?” By planning for change, you are not only ensuring that when change happens you and your team will quickly adjust but that you are taking steps to set up a work environment that is collaborative and supportive. Wondering what you can do now to be prepared? Here are five tips to get started.

1. Engage staff at all levels

This begins with hiring staff that are intrinsically motivated and committed to advancing the practice’s goals — not just candidates who checkmark required skills. To engage staff involve them in relevant decision-making, solicit their feedback whenever possible, and invite them to strategic discussions that impact their roles or the practice culture. Shared decision-making results in employees feeling respected and invested, which in turn increases productivity and overall morale. It also contributes to relationship building between leadership and staff so when difficult discussions and decisions arise, they can be handled with greater ease.

2. Communicate early and often

Building and maintaining strong and trusting working relationships — or any relationships for that matter — require good communication. What constitutes good communication? It should be team-oriented, allow everyone to have a voice at the table, encourage innovation, and promote personal/business growth. It should also occur frequently, transparently, and in-person as well as using other mediums when appropriate. In this type of environment little is left to surprise or chance which makes acclimating to change less daunting and more manageable. Remember, it is almost impossible to over-communicate but under-communicating can have dire consequences.

3. Cross train staff

Cross training employees helps not just prepare for change such as if you are short-staffed, but it also promotes to a greater understanding and appreciation of each other’s roles and responsibilities. It can provide insights into improvements and efficiencies that may be missed from those that are carrying out the role on a day-to-day basis. This perspective can be invaluable to the overall success of your workforce and practice. Further, by offering cross training opportunities, you are increasing workforce sustainability and employee motivation. Employees will feel that you are investing in their personal development — especially for those that are looking towards career advancement. The return on investment both financial and as it pertains to a positive work environment can be tremendous if you make cross training part of your practice culture.

4. Have a succession plan in place

“Succession planning helps organizations ensure business continuity and performance when top talent exits, skill gaps are identified or tragedy strikes,” said Marta Moakley, legal editor at XpertHR U.S. So, it is important that you invest time and effort into planning for the future, at all levels. Filling leadership and management-level positions can be challenging, but it is important to plan for changes in staff at any level because there are countless opportunities out there for top talent. Good succession planning begins at hiring. Ask about a candidate’s long-term career goals, what motivates them, what their core competencies are as well skills that are above and beyond, and assess their potential for advancement. Do not forget to cross-train staff, to give them new opportunities and keep them engaged. This can help minimize turnover and provide more flexibility in staffing. Last, maintain a competitive work environment to ensure you can continue to attract high-quality candidates when you have open positions.

5. Support staff through change management

Having a “grow up and deal with it!” approach does not work well when it comes to change management. Implementing change includes supporting staff through that change with the right tools and the right attitude. Be sure to display your empathy, because it allows employees to feel they are being heard and that their concerns will be addressed. Outline carefully the exact changes that employees should expect — what is being lost and what is being gained? Share a clear and concise plan for the transition as well as expectations, so employees are not in the dark about the process. If possible, involve them in planning the transition so they feel a sense of control and “ownership” over at least some part of it. Most importantly, let them know they are not alone and will be supported through the change, that their personal success is important to the success of the practice in embracing change.

Change can be nerve-wracking, but it does not have to be paralyzing. With proactive planning, a forward-thinking approach, and resilient staff, change can be embraced with optimism.

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