You’re doing it all wrong!
When Change Goes Wrong and How to Fix it.
Let’s face it. Change can be hard.
And doing it wrong? Well that can have some serious downsides – think stalled projects, frustrated employees, and missed goals. Let’s have a look at common pitfalls and how you can steer clear of them.
1. No Sense of Urgency
If people don’t feel the need for change, they’re likely to ignore it or, worse, resist it. Without urgency, change gets a “we’ll get to it later” vibe, and everyone ends up treating it as an optional “someday” project.
What to Do: Get the “why” across early. Share the impact it’ll have on the team and the organisation, so everyone knows this is something that matters now.
2. Leaving Employees Out of the Picture
Skipping employee involvement is like trying to build a house without consulting the future homeowners. When people aren’t involved, they don’t feel valued or understood (and they are certainly not that keen on living in the house you just built)– and that’s a breeding ground for resistance.
What to Do: Bring people in from the start (or as early as possible). Whether through surveys, brainstorming sessions, or open discussions, get their input. When they feel included, they’re much more likely to support the change.
3. Overly Rigid Planning
Real-world change is messy and unpredictable. If you’re stuck on a rigid plan that can’t adapt to new challenges, you’re setting yourself up for delays and frustration.
What to Do: Be flexible. Review your progress often and be willing to make adjustments as new information comes up. Think ‘agile’.
4. Communication Gaps
Change can feel unsettling, and silence from leadership only makes it worse. Without clear, regular updates, people fill in the blanks with assumptions – often the worst ones. It’s in our DNA to self protect and think worst case scenarios.
What to Do: Over-communicate and hold on the BS factor. Provide consistent updates, be transparent about where things stand, and address questions head-on. When everyone’s in the loop, they’re less likely to worry about what’s next.
5. Unprepared Leaders
If leaders aren’t ready to model and advocate for change, people pick up on it fast. Employees see this as a sign that maybe the change isn’t all that important – or even doomed to problems, hiccups and potentially failure.
What to Do: Leaders need to get on board from the start. They need to understand their role in leading change. They need to actively get the information they need and potentially be given training if necessary. When leaders are informed and confident, employees feel the same.
Big changes take time and effort, but if there’s no early progress, people lose motivation. Without small wins, it feels like a marathon with no finish line in sight. Exhausting on top of day jobs!
What to Do: Plan for short-term wins that show people their efforts are making a difference. When people see progress, they stay engaged and motivated to keep going.
Getting change right takes empathy, flexibility, and solid communication. By keeping these factors front and centre, you’ll help your team feel connected and committed – and ready to make change work.
Stay Curious - Mel :)
P.S. Want to lead change successfully?
Download our free "Change Management Pitfalls Checklist" and learn how to avoid the most common mistakes in change initiatives. This quick, actionable guide will help you keep your team engaged, adaptable, and ready for change.
