Clark: Change in the workplace is inevitable... and challenging

Change is, and always has been, inevitable. But change is happening exponentially faster than in the past, and keeping up with these changes can be incredibly challenging and disrupting, especially in the workplace.

It’s happening so quickly that it’s become literally exhausting as noted by a Harvard Business Review article published in late December. The author talks about change fatigue, noting how “the recent wave of relentless change validates that 49% of workers feel that they will be left behind from the pace of change.” When workers feel this way, it’s understandable that they face change with reluctance and resistance.

Add to that the fact that employee engagement is at its lowest point in over a decade. According to an article in CFO, only 31% of workers are engaged on the job. Between low engagement and workplace changes, those responsible for managing change initiatives are facing real challenges.

The three steps essential for successful change management

So, how does all this apply to fleets? Last year, I wrote an article about managing change management, specifically in our industry. Where our technicians once worked with traditional tools of the trade, today a laptop is likely one of the most essential tools to deal with new and emerging truck technology. Drivers also need to understand how these technologies will impact their driving behavior. Even those in the back office are affected by automation and digital transformation.

After reading the above articles and seeing how AI is quickly emerging as a major disruptor and change actor in the workplace, I thought it might be the right time to revisit what fleet managers (or whoever is responsible for leading the change) need to do to ensure success. The most important thing to remember is that everyone has a part to play, that they are invested in the initiative’s ultimate success.

To achieve the organization’s goals, managers must take these three essential steps:

Understand what change management entails
1. Define the vision: People need to know why this change is necessary so you need to not only articulate the reasons behind the change; you also have to make clear what benefits will be realized by all involved.
2. Get leadership buy-in: Get leadership to commit to the initiative and endorse it for the rest of the workforce. Leadership also needs to participate in the change process. Remember, everyone needs to be involved.
3. Keep communication going: Don’t just communicate on the fly; develop a robust communication plan and follow it. Address any issues that arise in real time and provide regular updates to keep everyone involved.
4. Involve other stakeholders: Identify the people in your workforce who would prove valuable in the process and get them involved early on.
Develop strategies
1. Create a team: Form a dedicated team to oversee the change and make sure the team includes different department representatives.
2. Plan, plan, plan: First, perform an impact analysis to understand the implications of the change. Then develop a detailed plan that outlines the steps, includes a timeline, and stipulates the resources required.
3. Create training and development sessions: It’s likely many of your workers will need to upskill, so provide the training for them to do so.
4. Break the change into smaller parts: Establish milestones along the way that are achievable in a specific timeframe and recognize and reward individuals and teams as these small steps are completed.
5. Establish feedback channels: Open feedback channels and then act on that feedback quickly, making the necessary adjustments to the overall plan.
Handle resistance
1. Acknowledge resistance: It’s important to identify where the resistance is coming from. Are people afraid of losing their jobs or being demoted? Are they uncertain as to what this means for them? Once you know this, work to get their cooperation.
2. Communicate and educate: As you’ve done with the leadership and stakeholders, you need to do the same with the rest of the workforce, clearly communicating the reasons for the change.
3. Offer incentives: Change is difficult, so provide emotional and practical support for those finding it difficult to adapt. Offer incentives and foster a culture that encourages collaboration and mutual support.

In today's rapidly evolving workplace, change management is not just a necessity but a critical skillset for organizational success. As change accelerates, it becomes increasingly clear that effective change management can mitigate disruption while fostering a culture of resilience and innovation. By implementing the outlined strategies—defining a compelling vision, securing leadership buy-in, maintaining transparent communication, and actively addressing resistance—managers can empower their teams to embrace change with confidence. That will turn challenges into opportunities and propel our fleets forward into a future defined by adaptability and growth.