Change is an essential part of any organization, and it is crucial for growth and development. However, employees who have been with a company for 10+ years can be resistant to change. They may be set in their ways and comfortable with the current processes and procedures. This resistance can be a significant obstacle for companies looking to innovate and improve. 

One of the most important things you can do to get employees to embrace change is to communicate the need for it. When employees understand why a change is necessary, they are more likely to be receptive to it. It is essential to be clear about the reasons for the change and how it will benefit the company.

For example, if you are introducing a new software program, explain how it will streamline processes and save time. If you are changing the company's mission statement, explain how it will better align with the company's goals and values. By providing a clear and compelling reason for the change, you can help employees see the bigger picture and understand why it is necessary.

2. Involve Employees in the Change Process

When employees feel like they are part of the change process, they are more likely to embrace it. Involve them in the decision-making process and ask for their input. This will make them feel valued and give them a sense of ownership over the change. When employees feel that their voices are heard and their opinions matter, they are more likely to be invested in the change.

For example, if you are introducing a new performance review system, involve employees in the selection process. Ask for their feedback on the options and what they would like to see in the new system. When employees are part of the decision-making process, they are more likely to buy into the change and support it. 

When employees are part of the decision-making process, this follows the Democratic Leadership Goleman Style. This method completely enables all members of a team to participate in the decision-making progress. Any member can potentially come in with an idea and can determine whether or not the idea is worth going forth with by using a consensus amongst other members, along with a final ruling by a leader. Democratic Leadership is particularly useful at getting team member involvement and retaining staff, but has a flaw in its speed, often taking time to come up with decisions. This can be dangerous when quick decisions are required to be made. 

3. Provide Training and Support

Change can be intimidating, especially if it requires learning new skills or processes. To help employees adjust to the change, it is essential to provide them with the necessary training and support. This will make them feel more confident and capable, which will increase their willingness to embrace change.

For example, if you are introducing a new software program, provide employees with comprehensive training on how to use it. This could include online tutorials, in-person training sessions, or one-on-one coaching. When employees feel comfortable using the new program, they are more likely to embrace it and use it to its fullest potential. 

Certain platforms, such as AIM Insights often are delivered to businesses with training packages or training professionals included in their respective packages. Opening these up to your staff can alleviate confusion and create more buy-in as well. 

In addition to this, we strongly recommend pushing your corporate education sponsorships and similar benefits towards your employees. This builds high amounts of employee buy-in loyalty and will allow for a better trained employee base as well.

4. Celebrate Successes

When employees successfully adapt to the change, it is essential to acknowledge and celebrate their efforts. This will help reinforce the idea that change is positive and encourage others to embrace it as well. Celebrating successes can also help create a sense of momentum and excitement around the change.

For example, if you are introducing a new project management system, celebrate when the first project is successfully completed using the new system. This could include a team lunch or a shoutout in the company newsletter. By celebrating successes, you are showing employees that their efforts are appreciated and that the change is having a positive impact.

5. Address Concerns and Resistance

Even with the best communication, involvement, training, and support, some employees may still be resistant to change. It is essential to address their concerns and resistance head-on. It is crucial to listen to their concerns and take them seriously. By doing so, you can identify any potential roadblocks and develop strategies to overcome them.

For example, if an employee is resistant to using a new software program, find out why. Perhaps they are not confident with their computer skills or have had a bad experience with a similar program in the past. By understanding their concerns, you can provide additional training or support to help them overcome their resistance.

In conclusion, getting employees who have been with the company for 10+ years to embrace change can be a challenge, but it's not impossible. The key is to communicate the reasons for change, involve employees in the change process, provide training and support, and recognize and reward those who embrace the change. By following these tips, companies can successfully navigate the challenges of change management and create a culture of continuous improvement that benefits both employees and the organization as a whole. Embracing change is crucial for companies to remain competitive, and by working together, all employees can contribute to a successful transition.