One reason why change fails in some organizations is because management doesn’t fully understand or address the concerns of the workforce. When employees don’t understand what’s going on, they’ll resist change.
      Here’s what they’re looking for:
• Information. Don’t assume they’re not interested in the reasons behind a change, or that they “can’t handle the truth.” Tell employees what’s driving the change: what’s going on in your organization and industry and why things have to be different.
• Personal reassurance. Employees want to know why the change will be good for them personally, not just how it will benefit your organization. Don’t dismiss their concerns as mere whining. If they’re worried about their own futures, they won’t be able (or willing) to commit fully to the changes you need.
• Implementation. The rationale for change is important, but the details of what they’ll be doing differently are key to employees. Explain how the change will affect their daily tasks and what they’ll need to do to make the initiative a success. Employees will feel more comfortable when they know just what to expect.
—Adapted from the Ken Blanchard website