For anyone who loves a laugh around the office, you're probably not going to the profession of Change Management for your next 3 minute set. It's time we fixed that, because change management doesn't have to be dull and daunting. By infusing creativity and enthusiasm into change management activities, you get the kind of audience engagement you've been hoping for. You might not quite be ready to deliver a stand-up routine on why replacing the system you rely on everyday is a jolly great laugh. But here are 8 ideas to make change management activities more enjoyable for everyone involved.
Gamification: One effective way to make change management more fun is by turning it into a game. Create challenges, quizzes, or interactive tasks that encourage participation and reward progress. By introducing a competitive element, you can motivate people to actively engage with the change process. While to them they might only be playing a word game on the intranet, at the same time they're lowering their guard to the language and concepts of the change.
Themed Events: Injecting a bit of fun into change management can be as simple as hosting themed days or events. Try to find something connected to the change - 'Throwback Thursday' might reflect on the way the business looked in the 1970s, a 'Superhero Day' might symbolise empowerment to move forward with new experiences at work. Events encourage group cohesion by enabling socialising, a sense of common ground, and conversation.
Interactivity: Leave the traditional slideshow presentations aside and opt instead for interactive workshops. Allow employees to participate in group activities, role-playing scenarios, or collaborative problem-solving exercises. Set up a sandbox demo of the new system. Anything that gets people physically moving engages more of their concentration, and muscle memory. A hands-on approach not only enhances learning but also fosters a sense of camaraderie among team members.
Celebrations: Recognise and celebrate milestones throughout the change management process. Whether it's achieving specific goals, overcoming challenges, or reaching key checkpoints, marking these moments with small rewards, certificates, or shoutouts can motivate employees and maintain momentum.
Feedback: Engage your audience by actively seeking their feedback and input on the change management process. Look for excuses to ask for ideas. Create channels for open communication, such as suggestion boxes, feedback surveys, or regular team meetings. By involving employees in decision-making and listening to their ideas, you foster a sense of ownership and investment in the changes.
Get visual: Visual aids can be powerful tools in change management. Create progress boards or charts that visually represent the journey towards the desired outcome. As milestones are achieved, update the boards to reflect progress and provide a clear visual of the path forward.
Team building: I know it seems expensive and unproductive, but the benefits of a day out of the office can pay massive returns. Team building activities strengthen relationships and build trust among team members. The change of scene alone can help people adjust their thinking, or form new and creative ideas. Activities like escape rooms, outdoor challenges, or group outings can create shared experiences that help unite teams and break down barriers to change. If the budget is small, create a walking tour or treasure hunt around your local area.
Contests: Encourage creativity and innovation by organising a good, old-fashioned contest related to the change. A design competition for a new workplace layout, a brainstorming session for innovative ideas, Name the System, name the new meeting rooms, or pitch a process improvement. There are numerous everyday ways to involve and engage people, and tap into their creativity to make change management more rewarding.
Incorporating these creative approaches into your change management activities makes the process more enjoyable and lowers the potential for people to feel threatened or at risk. Any opportunity to increase engagement and collaboration among the impacted groups and the delivery team should be taken. When approached with enthusiasm and creativity, the change your organisation is implementing could be the catalyst for amazing innovations.
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