I’m not talking about personal growth in a new agey kind of way. I’m talking about the personal impact your company’s growth has on all of your employees.
Too often leaders focus on the business impacts of change (and growth is change), and don’t think enough about the impacts the impending change will have on their individual employees.
You’re consumed with closing the deal, excited by the prospect of moving to the next level, and worrying about scaling to meet the new demands. You’re focused on the big picture and the future of your business.
Even with all this on your plate, it’s critical to think (or to have someone else thinking) about how each of your employees will be impacted by the coming changes, and create a plan to help them adapt.
While you might think that growth is great and exciting, your staff may be less enthusiastic. They’re concerned about the future of their jobs: will the tasks they do day-to-day change? They’re already working hard and are wondering if they’ll have even more on their plates. They’re worrying about their status in the company: will growth mean more layers? Will they have a new boss? Will they become the new boss? They’re seeing less of the leadership team, who probably played a big part in getting them to join the company. They sense that the close-knit group that created the magic that attracted new business is going to get bigger and less intimate and maybe less magical.
Even the seemingly smallest changes can be upsetting and unsettling. Things like not knowing if they’ll have the same workspace or if they’ll have to share with a new coworker can cause a lot of stress to some people.
Taking the time to think about the changes from their perspectives and helping them understand the impacts on their careers will not only make the transition easier on them, but turn them into change champions who help others get on board. Including them in conversations and decision-making empowers them (and perhaps gives you better ideas). Being upfront by saying “I don’t know all the answers yet, but we’ll get there together” goes a long way.
Starting to think about these issues at the first signs of change is critical to a smooth transition and happy employees. Planning for the individual impacts of change should be a part of your growth strategy and business plan from the start, and an area of focus during periods of change. Change is rarely easy, but thoughtful change can be easier.
