Encouraging Employee Buy-In
During Organizational Change in Your Staffing Firm

The staffing industry is always in a state of change—and the staffing firms who evolve and adapt are more likely to thrive. Whether it’s rolling out new technology, tweaking processes, or shifting your strategy, support from your employees can make all the difference to your change management plan. 

We’re sharing 6 tips for how you can encourage employee buy-in during times of transition.

#1: Communicate Openly and Honestly

Communication is an investment that pays off in employee culture, retention, and efficiency.  

Transparency goes a long way in earning trust and buy-in from employees. Your team is more likely to embrace change if they’re given a head’s up and understand why it’s happening. 

A good place to start is to share your vision and goals with your team along the way. Where is your company headed? What are you working towards? And how do they play a vital part of these efforts? 

Then, explain the reasons behind the change. How do these changes benefit your staffing firm? How will they benefit the employees themselves: their wellbeing, career trajectory, and more? 

These conversations don’t stop at the beginning. Provide regular updates throughout the process, and make sure your team feels involved throughout. It can also help to celebrate and showcase early successes during the change process, which help show your team that these adjustments are paying off.

#2: Involve Your Team Early On

Involving your team early in the change process can make a big difference.

It’s not just about letting them know what’s happening; it’s important to also let them participate in the transformation. Every person on your team will have valuable input on shaping the trajectory of your business.

Seek input and feedback from your team before finalizing plans. How will the changes you’re implementing impact their daily operations? Are there implications you might not be considering? Are the changes you’re making the ones that are most helpful for your teams?

It’s a win-win for both your employees and your business.

• When you involve your employees in the process, you can better understand your business pain points and prioritize needs across your company. (After all, no one knows the day-to-day operations of your business more than your employees.)
• When your staff sees their suggestions being implemented, they’ll feel valued and more inclined to support the change.
• Meanwhile, you’re likely to receive input that helps shape your business trajectory. 

Listening to your team’s feedback and being open to adjusting the plan shows that you’re committed to making the change work for everyone.

#3: Create a Safe Space for Sharing Concerns

Wherever you find change, you will also find resistance. Assume best intentions and hold space for employees to express any misgivings or concerns. 

Studies show that employees need psychological safety to speak up at work. The Harvard Business Review suggests being explicit with employees about how they can provide input. 

Some ideas for facilitating open dialogue include: 

• Host monthly one-on-ones where leaders solicit specific feedback.
• Hold a Town Hall. In advance, ask attendees what contributions you would like from them.
• Conduct listening tours, offer anonymous surveys, and create discussion opportunities via chat channels—but then follow up with employees to see if these are effective.

Then, find ways to address these concerns meaningfully. When doing so, try to avoid being defensive or shutting down an idea. Start by validating their concerns, approach them with empathy, then give them due attention. 

When you work to understand the needs of your employees, you can better identify ways to support them and ease their fears.

#4: Offer Comprehensive Training and Resources

Adopting a new software? Adjusting your workflows? Restructuring your teams?

If your employees know they have the tools and support behind them during these transitions, they’re more likely to be open-minded.

Change often requires new skills or knowledge to be implemented effectively.

Make sure your employees have access to the training and resources they need to feel confident about the changes happening at your staffing firm.

Provide various training options to suit different learning styles.

Offer ongoing support as they adjust to the new systems or processes. 

If it’s a change to your tech stack with TempWorks, be sure to take advantage of the personalized attention our account management, support, and training teams offer.

#5: Promote a Culture of Continuous Improvement

Growth mindset is key to any strong change management plan. Growth and innovation are important at every level of your business. 

There is no moment of arrival—in the staffing industry, or in your company. When change is seen as part of continuous improvement rather than a disruption, it becomes easier to embrace. 

If you have a culture that values continuous growth, you’re better prepared to evaluate change and make adjustments as needed.

According to HBR, employees in a growth mindset company are: 

• 47% more likely to feel a stronger sense of ownership and commitment to their company 
• 65% more likely to say their company encourages risk-taking 
• 49% more likely to say that their company fosters innovation 

Want to encourage growth mindset? Lead by example.

• Are your business leaders transparent about their own growth journey?
• Does your staffing firm’s leadership celebrate employee innovation and impact?
• Are employees encouraged to think outside the box and innovate?

#6: Empower Your Change Advocates

Do you have employees who are go-getters and enthusiastic about change? These employees can become change advocates within your staffing firm with the right support. 

Encourage them to help promote the new initiatives, and solicit feedback from them along the way.

Their enthusiasm is likely to be contagious, helping others feel more confident about upcoming changes. 

You can also cultivate more change advocacy through positive reinforcement across your teams. Whether through verbal praise or formal rewards, showing appreciation for your team’s efforts can boost morale and reinforce buy-in.

Need help in creating your change management plan? Check out more resources on change readiness, or reach out to our team to learn how we can support your business. 

Encouraging Employee Buy-In
During Organizational Change

The staffing industry is always in a state of change—and the staffing firms who evolve and adapt are more likely to thrive. Whether it’s rolling out new technology, tweaking processes, or shifting your strategy, support from your employees can make all the difference to your change management plan. 

We’re sharing 6 tips for how you can encourage employee buy-in during times of transition.

#1: Communicate Openly & Honestly

Communication is an investment that pays off in employee culture, retention, and efficiency.  

Transparency goes a long way in earning trust and buy-in from employees. Your team is more likely to embrace change if they’re given a head’s up and understand why it’s happening. 

A good place to start is to share your vision and goals with your team along the way. Where is your company headed? What are you working towards? And how do they play a vital part of these efforts? 

Then, explain the reasons behind the change. How do these changes benefit your staffing firm? How will they benefit the employees themselves: their wellbeing, career trajectory, and more? 

These conversations don’t stop at the beginning. Provide regular updates throughout the process, and make sure your team feels involved throughout. It can also help to celebrate and showcase early successes during the change process, which help show your team that these adjustments are paying off.

#2: Involve Your Team
Early On

Involving your team early in the change process can make a big difference.

It’s not just about letting them know what’s happening; it’s important to also let them participate in the transformation. Every person on your team will have valuable input on shaping the trajectory of your business.

Seek input and feedback from your team before finalizing plans. How will the changes you’re implementing impact their daily operations? Are there implications you might not be considering? Are the changes you’re making the ones that are most helpful for your teams?

It’s a win-win for both your employees and your business.

• When you involve your employees in the process, you can better understand your business pain points and prioritize needs across your company. (After all, no one knows the day-to-day operations of your business more than your employees.)
• When your staff sees their suggestions being implemented, they’ll feel valued and more inclined to support the change.
• Meanwhile, you’re likely to receive input that helps shape your business trajectory. 

Listening to your team’s feedback and being open to adjusting the plan shows that you’re committed to making the change work for everyone.

#3: Create a Safe Space for Sharing Concerns

Wherever you find change, you will also find resistance. Assume best intentions and hold space for employees to express any misgivings or concerns.

Studies show that employees need psychological safety to speak up at work. The Harvard Business Review suggests being explicit with employees about how they can provide input. 

Some ideas for facilitating open dialogue include: 

• Host monthly one-on-ones where leaders solicit specific feedback.
• Hold a Town Hall. In advance, ask attendees what contributions you would like from them.
• Conduct listening tours, offer anonymous surveys, and create discussion opportunities via chat channels—but then follow up with employees to see if these are effective.

Then, find ways to address these concerns meaningfully. When doing so, try to avoid being defensive or shutting down an idea. Start by validating their concerns, approach them with empathy, then give them due attention. 

When you work to understand the needs of your employees, you can better identify ways to support them and ease their fears.

#4: Offer Comprehensive Training & Resources

Adopting a new software? Adjusting your workflows? Restructuring your teams?

If your employees know they have the tools and support behind them during these transitions, they’re more likely to be open-minded.

Change often requires new skills or knowledge to be implemented effectively.

Make sure your employees have access to the training and resources they need to feel confident about the changes happening at your staffing firm.

Provide various training options to suit different learning styles.

Offer ongoing support as they adjust to the new systems or processes. 

If it’s a change to your tech stack with TempWorks, be sure to take advantage of the personalized attention our account management, support, and training teams offer.

#5: Promote a Culture of Continuous Improvement

Growth mindset is key to any strong change management plan. Growth and innovation are important at every level of your business. 

There is no moment of arrival—in the staffing industry, or in your company. When change is seen as part of continuous improvement rather than a disruption, it becomes easier to embrace. 

If you have a culture that values continuous growth, you’re better prepared to evaluate change and make adjustments as needed.

According to HBR, employees in a growth mindset company are: 

• 47% more likely to feel a stronger sense of ownership and commitment to their company 
• 65% more likely to say their company encourages risk-taking 
• 49% more likely to say that their company fosters innovation 

Want to encourage growth mindset? Lead by example.

• Are your business leaders transparent about their own growth journey?
• Does your staffing firm’s leadership celebrate employee innovation and impact?
• Are employees encouraged to think outside the box and innovate?

#6: Empower Your Change Advocates

Do you have employees who are go-getters and enthusiastic about change? These employees can become change advocates within your staffing firm with the right support. 

Encourage them to help promote the new initiatives, and solicit feedback from them along the way.

Their enthusiasm is likely to be contagious, helping others feel more confident about upcoming changes. 

You can also cultivate more change advocacy through positive reinforcement across your teams. Whether through verbal praise or formal rewards, showing appreciation for your team’s efforts can boost morale and reinforce buy-in.

Need help in creating your change management plan? Check out more resources on change readiness, or reach out to our team to learn how we can support your business.