The Three Pillars of Employee-Centric Change

To overcome these challenges, organisations must focus on 3 key pillars:

1. Psychological Safety

Psychological safety, as coined by Harvard professor Amy Edmondson, is the foundation of a workplace where individuals feel safe to take risks and speak up without fear of negative consequences. In the context of change, this means fostering an environment where employees can voice concerns, offer suggestions and express uncertainties. This kind of culture not only promotes collaboration but drives innovation. Leaders should encourage open dialogue, listen actively and respond empathetically to feedback.

2. Employee Well-Being

Employee well-being is more about than just physical health, it also includes mental and emotional well-being too, and it’s crucial during times of organisational change. Change often disrupts employees’ routines, leading to increased stress and anxiety. That’s why it’s important for organisations to support their teams with resources like counselling, promoting work-life balance and recognising signs of burnout. Offering flexible work arrangements, for example, can significantly improve employee well-being, making it easier for people to balance professional responsibilities with personal needs.

3. The Human Experience

Every employee’s journey through change is unique. A human-centric approach acknowledges this by offering support that’s tailored to each individual. By personalising communication, involving employees in decision-making and recognising their contributions, organisations can strengthen engagement and commitment to change initiatives. Change shouldn’t feel like something being done to employees. Taking your team on the journey and making it a collaborative process is key.

Implementing Employee-Centric Change: Practical Strategies

Transparent Communication

Clear, honest and consistent communication is key to minimising uncertainty or the nagging feeling that change might not be in someone’s best interest. Employees need to understand why changes are happening, what’s in it for them and how it will impact their roles. Regular updates and open forums for questions help build trust and ensure alignment between company’s goals and individual expectations.

Inclusive Decision-Making

Involving employees in the change process fosters a sense of ownership, which helps reduce resistance. Methods such as workshops, surveys and collaborative platforms give employees a voice in shaping change. When people feel their perspectives are valued, they become active participants in the change journey, not passive recipients. Often having an external change management consultant can help employees feel like they are in a ‘safe space’ to share their feelings but also add value to how change is integrated.

Tailored Support Systems

Because change impacts individuals differently, organisations should offer personalised support. This could mean offering various training options, providing mentoring, or addressing specific concerns through targeted resources. For instance, during a tech upgrade, providing diverse learning methods ensures all employees, regardless of their learning style or pace, are fully support and able to adapt.

Recognition and Reward

Celebrating progress both big and small reinforces positive behaviour and motivates employees. Recognition doesn’t always need to be formal. A simple thank-you note, open acknowledgment or offering growth opportunities can be just as effective in lifting morale and engagement – and buy-in.

Continuous Feedback Loops

Setting up feedback channels gives organisations the ability to assess how their change initiatives are progressing and make real-time adjustments. Regular surveys, suggestion boxes and check-ins create spaces for employees to share their experiences, providing valuable insights into what’s working and what could be better.

Employee-driven Change

Colgate-Palmolive’s AI Adoption

To overcome resistance to AI, Colgate-Palmolive launched an internal AI Hub, allowing employees to create personalised AI assistants tailored to their specific tasks. This initiative empowered employees, resulting in high acceptance rates and increased productivity.

Medibank’s 4-Day Work Week

In a high profile move, Australian health insurer Medibank trialled a four-day work week under the 100:80:100 model – 100% pay for 80% of hours worked, with a commitment to 100% productivity. The trial resulted in improved employee engagement, job satisfaction and well-being, highlighting the value of focusing on employee experience during organisational change.

Overcoming the Challenges of Employee-Centric Change

While the employee-centric approach is powerful, it’s not without challenges. Resistance to change, limited resources and the need to cater to diverse employee needs can make it tough to implement effectively.

Here’s how to overcome these obstacles:

Leadership Commitment

Change must be championed from the top. Leaders should demonstrate a genuine commitment to employee-driven values by modelling psychological safety and putting well-being first.

Resource Allocation

Investing in employee support systems, training and well-being initiatives takes both financial and human resources. While this may feel like a challenge, the long-term benefits such as reduced turnover, higher engagement and increased productivity make it well worth the investment.

Cultural Transformation

Shifting an organisation’s culture to be more employee-centric takes time. It requires challenging existing norms and practices, but with patience, persistence and a clear, effective communication strategy, lasting cultural change is possible.

The Role of Change Agents

Change agents whether internal or external, play a key role in driving employee-centric change.

They help by:

• Advocating for employees and ensuring their voices are heard
• Bridging the gap between leadership and employees
• Providing the support needed through training, resources and guidance
• Monitoring progress and making necessary adjustments based on data and feedback

Measuring the Success of Employee-Driven Change

To evaluate how well change initiatives are working, organisations can assess the following key areas:

• Employee Engagement: Measure how engagement levels shift before and after the change
• Adoption Rates: Track how quickly and thoroughly employees embrace new processes or technologies
• Employee Feedback: Collect insights through surveys and interviews to understand employee experiences
• Performance Metrics: Look at productivity, quality and other relevant indicators to evaluate success
• Retention Rates: Monitor employee turnover as a key indicator of satisfaction and commitment

Creating a Change-Ready Workforce

Adopting an employee-centric approach to change management is essential for success in today’s fast-moving business environment. By prioritising psychological safety, well-being and the human experience, organisations can foster a culture where employees feel valued, supported and ready to embrace change. This approach not only improves adoption rates and mitigates change fatigue, but it also strengthens the organisation’s overall culture, driving long-term success and resilience.