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  • AutorenbildStephan Lendi

How To Get Employees On Board With New Workplace Policies

The article "How To Get Employees On Board With New Workplace Policies" addresses the challenge of implementing organization-wide changes and getting employees to support new workplace policies. Leaders often have to manage change while steering teams toward success, and the effective management of policy-driven transitions is crucial for better compliance and wholehearted support. Here are key change management practices discussed by Forbes Coaches Council members including our Stephan Lendi:


  1. Prioritize Clear, Open, And Honest Communication: Effective communication is paramount during change. Leaders should communicate transparently, openly, and honestly to build trust and ensure everyone understands the reasons behind changes, expected benefits, and their roles in the transition. - Denise Russo, School of Thoughts Publishing

  2. Be Transparent To Avoid Distrust And Animosity: Transparency, constant communication, and a clear plan are essential during change. Team members should share the same information to ensure strong execution. Distrust and animosity can derail plans when information is not uniformly shared among team members. - Dr. Melissa Weathersby, 5-Star Empowerment

  3. Ensure That New Policies Impact Everyone Similarly: Honesty about challenges or opportunities is key for gaining respect and understanding. Ensure that new policies or changes impact everyone similarly, regardless of their level in the company. Including employees in developing solutions is important. - Mark Samuel, IMPAQ Corporation

  4. Start With Why Change Is Necessary: Communicate the reason for change clearly, emphasizing the "why." Engage people with a compelling story that makes the case for change. Repeatedly reinforce the "why" to remind people during difficult times and keep them aligned with the purpose of the change. - Ricky Muddimer, Thinking Focus

  5. Use A Variety Of Communication Methods: Communicate through various methods, as people react differently to different modes of communication. Leaders should ensure that the intended message is received and understood by using a mix of communication approaches. Providing managers with talking points can reinforce messaging. - Kathy Bernhard, KFB Leadership Solutions

  6. Convey How It Will Benefit The Team: Communicate the "why" behind a change initiative to help employees understand the reasons and benefits. This helps make the transition easier, keeps the team engaged, and contributes to creating a positive work environment. - Fred Gatty, Gatts Consulting

  7. Understand The Current Culture: Align the organizational culture, prioritize transparency, and link change to shared benefits. Understanding the current culture enhances buy-in and connects past practices with future goals. - Foluso Gbadamosi

  8. Involve Employees In The Change Process: Actively engage employees in planning and implementing changes to develop a sense of ownership and control. Involving employees addresses the need for autonomy, reduces resistance, and shows that their perspectives are valued. - Anna Barnhill, AdvantEdge Leadership

  9. Use The Polarity Theory: Overcome the limitations of dichotomy by using the polarity theory. Adopt the employee’s language to communicate the continuity of old values and the opportunities of the new direction. Understand and use their words, terms, concerns, and perspectives to bridge the gap between old and new. - Svetlana Dimovski, PhD, ICF-PCC, NBC-HWC, Dharma Growth, LLC

  10. Acknowledge Pain Points: Acknowledge that changes are painful, and explain why they are needed. Understand resistance from the team and involve them in implementing changes rather than forcing them. Open communication is crucial for a smooth transition. - Minna Hu, AI Business Coach Inc.


These strategies aim to create a smoother transition during policy-driven changes, fostering employee adoption and enthusiasm for the new direction. For more insights, you can access the full article here.

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