Sometimes all it takes is a small change to spark a revolutionary movement. We want to hear your stories of how you’re driving change-and perhaps even kick off your own with an everyday employee plan that could inspire others to take action.
When I started out my career, it was pretty common for new employees to be assigned the role of “change agent.” But as time went on, it became clear that this wasn’t a sustainable practice.
The problem is that most people don’t like change. It’s uncomfortable, and it’s easier to stick with what you know than to try something new. So when someone new comes into the fold, they’ll often be tasked with making changes that might not have been made otherwise.
But being a new employee or team member, rather than being a limitation, can be a huge asset because by being new, you can ask questions and draw connections that more seasoned team members are now either too embarrassed to ask or too entrenched to see.
There are several simple techniques that you can use to make a positive change in your workplace.
Take the initiative.
As a new employee or team member, rather than being a limitation, can be a huge asset because by being new, you can ask questions and draw connections that more seasoned team members are now either too embarrassed to ask or too entrenched to see.
Make connections with others.
You may be surprised at what you can learn from other departments or teams that could help both the company and yourself achieve its goals faster than expected. By making connections with others outside of your department, you might even find that they have similar goals as you do and can help each other out in achieving them.
Be honest but diplomatic when giving feedback on others’ work.
When giving feedback on others’ work, there are two key things to keep in mind: be honest about what needs improvement but don’t make it personal because it’s easy for someone to feel attacked when they’re given negative feedback if it comes across as personal instead of constructive advice on how they could improve their work performance or workflow. You also want to make sure that whatever negative feedback you give is based on facts instead of assumptions or rumors.
A young, new employee entering a workplace can cause unrest and friction because of the presence of that change. However, the opposite is true as well. If a new person enters an existing team that has become complacent, they can be exactly what is needed to shake things up and get everyone back on track.