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Get Employee Buy-in for Organizational Change

Use these strategies to help your employees embrace organizational change.
Joshua Koszalkowski
Contributing Writer

Change is no walk in the park – it takes significant effort and organizational buy-in to ensure success. By addressing the six components of culture, leaders can attenuate problems and have their proposed changes embraced instead of rejected.

Why it matters: Strongarming organizational change can lead to disorganized chaos, with employees being slow to adopt new measures due to distrust, cynicism, doubt, and negativity. Keeping legitimacy, ownership, relevance, attainability, authenticity, and impartiality at the center will help create a culture of acceptance, making change much easier.

  • Give everyone at the table stakes so they will have agency in shaping change and are more likely to embrace it.
  • Break change efforts into a series of micro-changes to make the process more palatable and attainable.

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