#employeeexperiences

3 Nov 2023 · 1 min

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In this short talk, Marc Haine uses a game‑changing metaphor to illustrate why frequent, unexplained changes frustrate people. He argues that resistance to change often stems from employees being left out of the decision‑making process and not understanding the reasons behind new rules. Haine advises leaders to bring staff together when considering changes to corporate culture, leadership structures, or processes. By clearly outlining the problem, inviting team members to help define bigger questions, and openly admitting uncertainty, leaders can empower employees and reduce frustration, turning change into a collaborative effort rather than a top‑down imposition.

Chapters

If we— if you and I get into a game and a third of the way through, I change the rules. How frustrating would that be? Okay, maybe not so much the first time. But what about the second, third, and fourth time? And so, people who are— they don't like change or they're whining because of the change that you're bringing forward. Usually, it's because they're not included in the process. They don't understand why you're doing it. And the end result is complicating their lives. So, I encourage you to bring your people together and explore any changes you want to make in your organization, in your corporate culture, in your leadership teams, in your processes. Bring them together. Outline what the problem is and see if you can come together and formulate some bigger questions. I'll tell you, nothing is more empowering than telling your staff, guys, I have a problem and I don't know what to do about it. I need your help.