Many organizations struggle to get employee buy-in on critical policies. This is especially likely to be an issue during times of change, a common reality for many corporations today. However, approaches to this problem tend to only push against resistance (creating, at best, passive aggressive resistance), creating considerably more risk—especially if it results in litigation or other penalties for compliance failures.
Fortunately, that’s not the only possible outcome. Much can be achieved when you learn to employ strategies that side step resistance.
Here are a few insights on the Do’s and Don’ts for increasing employee buy-in:
1. Don’t just shove new policies at employees. This is less about the actual policy and more about exactly what you do.
- Do find creative engaging ways to help employees understand why policy is personally relevant to them.
2. Don’t ignore employee resistance to policies critical to risk management because it’s often a precursor to a potential violation.
- Do support development of innovative strategies that engage employees in making personal connections with policies vital to your success.
3. Don’t rely on strategies that focus on penalties to increase employee compliance.
- Do use personalized creative incentives to celebrate anticipated progress with employee buy-in.
Clearly this is not an exhaustive list, but it’s enough to get you started on the path to better results. Many of the Don’ts are rooted in traditional approaches to management that aren’t very effective today for a number of reasons.
Today, innovation is the name of the game and it’s not limited to technology. It all starts with building a culture that either cultivates or hinders innovation. Cultivating innovation into your approach to change management is critical to your success—now and into the future.