part 6: moving sucks. got change management for it?

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Part 6: Moving sucks. Got change management for it?

How to build a high-performing organization in the 21st century.


Moving sucks. We all know it. We all dread it.


But why don’t we realize it sucks just as much when it happens at work?


Don’t think for a second it doesn’t. Workplace moves and redesigns cause emotional turmoil.


Why? Because…As human beings, we’re wired to dislike change in general. But workplace relocations have other stressors at play, too.

People might worry that the new location won’t have the amenities they are used to. If they are moving offsite, they might wonder if they will lose status or influence without daily contact with the main campus.

Or they might worry about where they’ll park. Where they’ll eat lunch. About how much longer their commute will be. Many people fear losing their cube for open workspaces — particularly having to put away their personal belongings and sit at a new place every day.

They’re worried about losing control.


And that stress can lead to decreased job satisfaction, which leads to productivity declines, loss of top

talent, and potential customer impacts.


The thing is… workplace redesigns and corporate relocations are a fact of life in today’s VUCA world.


Got your attention yet?


So… you may want to think about a few things the next time you move…


1) Make sure your leaders get how hard it is.Since leaders know the good business case for a move, they sometimes have a little trouble recognizing the downside. Or worse, they think people should just get on the bus already. But you’ll get much better results if your leaders recognize the real productivity impact of the move– from hundreds of employees being late because of a new commute, to too many people venting around the water cooler.

Show those leaders why they should care. Point out the value of proactively managing the change. Show them the productivity losses and attrition risks. Because if they aren’t with you, they may workagainst you.

Trust us on that.

Tip: Once they’re on board? Get them involved. Have them serve breakfast at a move kick-off event. Make sure they do walk-arounds. Involve them in the games you’re playing… what about one prize being lunch with the boss?


Nobody likes feeling like they have no power over their environment – and nothing makes us feel quite so powerless as being told to uproot our little comfortable place at work for an unknown future. Empower them by giving them controlled choices.

Think about creative ways that you can give themchoice in the design process. Arrange a physical walkthrough of their new space, and let them chose their options. Do they want a standing desk, or a sitting desk? What colors do they want? Do they like to sit with their backs to a wall? You may not be able to offer all these examples, but any choice will make them more excited about their future digs.

2) Don’t be scared to give your employees choice.

Tip: Do we mean they should have carte blanche to design their own workspace? Nothing so drastic. Let them choose between different pre-approved options. It doesn’t take much more work or cost, and it makes a huge difference to their attitude.


3) Don’t forget your other stakeholders!Your job doesn’t stop with the people that are actually moving. Think about the people ‘left behind’ for a moment.

They may have a bit of survivor’s guilt that they get to stay in the comfy old place while others get a longer commute. They may be jealous of the slick new spaces. Or they might have separation anxiety about their work friends disappearing.

Tip: Be careful to address parity, here. They’ll wonder why the others are being treated better, worse (or just different). Open communication is really important so everyone understands the ‘why’ behind the decision. If you don’t explain, they might come up with a reason that is far worse!

Plus, working remotely is different than stepping into the next office to chat with someone. You’ve got to equip them with new ways to collaborate, such as technology for remote conferencing, and possibly even a shuttle service between locations.


4) Provide visible and responsive move support.

Tip: source your ambassadors from the teams that are moving. Not only will they also help spread excitement, they’re also a source for great ideas to help with the change management efforts. Don’t overlook them!

Your job is to make the move easier emotionally as well as physically. Think about:

1) Before: Use engagement activities to help people embrace the change. Provide powerful visuals of the new building. Create a video. Use social media. Assign people to help figure out commutes. Throw a kick-off event. Reduce surprises.

2) During: Name ambassadors to help people get to their desks the first day. Get vendors to help set desks and monitors up. Put someone in a room who can answer questions, from “where’s the nearest coffee shop?”, to “how do I find copy paper?”, to “how do I use this new conferencing technology?”

3) After: Don’t stop there. Make your ambassadors available for several months. Train someone from each team to be on-call for questions, feedback, and suggestions.


5) Make it engaging (in a meaningful way).Now throw in a game or two. No, we don’t mean softball at the company picnic. Develop creative ways to reward people for doing activities that are meaningful to the change effort.

Need people to test their new commute so you don’t have 300 people showing up late the first day? Want people to explore the new neighborhood so they feel a sense of community?

Shameless plug: want to learn more about gamification? Contact us for information on workshops and webinars for your organization. We love it so much (and our clients love it so much!), we want to share our tips with you!

Make these actions worth points in a game with great prizes (which can be anything from the newest tech gizmo to getting to name a conference room). All you have to do is get a few people excited about the move, and the tide will begin to shift.


Got it? Excellent.

Let the campus-warming begin!


your people = your success.

PeopleFirm is a consulting firm dedicated to achieving the ultimate win-win: inspired people driving inspired performance. We focus on effective tools, measurable outcomes, real results, and getting your people out of their seats and engaged in your company’s growth.

www.peoplefirm.com

thanks for reading.

part 6: moving sucks. got change management for it?

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