As the workplace becomes increasingly more dynamic post-pandemic, business strategies may shift and new company policies will inevitably unfold. From stricter in-office attendance requirements to more rigid work-from-abroad guidelines to less flexible working hours, and more, many of these changes won’t be universally embraced by employees – and you, yourself, might not be too thrilled about them either.
Unfortunately, when not presented the right way, certain policy changes can lead your team members to wind up resenting you and your organization, which could harm motivation, loyalty, and retention. As the manager, navigating these updates requires care and finesse. You need to be able to convey the message in a way that acknowledges the challenges, assures your team that you advocate for their interests, and emphasizes your trust in leadership.
While balancing it all is no easy feat, there are some actions you can take to get it right:
Try to state your case
As a manager, you need to be the voice for your team members when they’re not in the room, which means that when there’s a new policy on the table that you don’t agree with or think will have adverse effects on your employees, it’s important to respectfully state your case. Share the potential risks you foresee with the policy decision-makers so that they understand the full scope and can address your specific concerns. This way, even if they decide to ultimately move forward with the policy, you can show your employees that you have their backs and effectively reiterate the explanations you were given.
Come prepared
Before sharing new policies with your team, make sure that you thoroughly understand the rationale behind them, because your team members will likely have questions. Try to anticipate the concerns they may raise – from when these policies take effect to how they will impact their work – and be ready with clear, concise explanations or solutions. Of course, there may be questions you’ll need to get back to them on, but try your best to demonstrate a proactive approach to these shifts to instill confidence and effectively address their apprehensions about the changes.
Acknowledge the challenges
Make it clear to your employees that you truly care about them and their personal experiences. If you initially had reservations about the change, share this openly in a way that validates their initial reactions while also recognizing the reasons behind the new policy. Emphasize that these changes will require everyone, including you, to make adjustments, and acknowledge that it's a process that will take time. When you approach the situation with empathy and transparency, you send the message that you care about your team and are in this together.
Encourage openness
Take the time to explain the logic and recognize the benefits of this policy, both for the company and for your team, and encourage them to keep an open mind. They may not love the idea right now, but emphasize that it’s important that they give it a chance. Try to highlight the value you already foresee these changes bringing your team to set the right tone. It can be helpful to share examples of past changes that your team has gotten used to and come to appreciate as a way to support your point.
Try to be flexible
If the latest policy update allows for some degree of flexibility on your end, do your best to be accommodating – there may be ways to cater to your team members’ needs without compromising the core objectives of the policy. For example, if your company is requiring a full return-to-office, perhaps you can be a bit flexible about arrival and departure times when you know you have team members with extremely long commutes or who need to pick their children up from school. Make it clear that you have their backs and will do your best to be understanding when possible.
Check in on your team
Transitions are not always easy and often require an adjustment period, so remember to check in with your team members. Grab a few minutes in the early days of the policy changes to see how they’re feeling, understand obstacles, and offer meaningful support.
