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Collabio Spaces

Reducing Concerns In the Smooth Flow of Innovation

Every change is challenging as it implies leaving the habitual comfort zone. Walking beaten paths is always easy and means fewer chances for failures. Changes, on the contrary, don’t guarantee success and there is always room for mistakes. Still, no innovation has been made without penetrating into unknown territories.
So, why do concerns at work appear?

A Sense of Imposed Choice


When it comes to organisational changes, employees often have concerns connected to innovation because it is dictated from above. Just imagine… You’re coping with tasks on the highest level and already know how everything should be done when someone comes with new rules of the game. You would be definitely surprised, as the entire scheme of work has to be changed, and you don’t know why it is so. No one gave you the right of choice, only having to oblige everyone to follow the new rules. This is the point where concerns come into effect. The feeling of lost control ruins your plans and the motivation to achieve new heights falls to zero.


Everything is simple. Explaining all ‘whys’ to employees will lead them to the idea that changes are their own choice. For example, when a company migrates to a new platform or system, it’s enough to cover its benefits for colleagues. Any change is made for the sake of progress and improvement of the current processes. Listing all newly opened opportunities will motivate people to change, as they will experience those benefits themselves.

So a Long story short, this approach shifts the focus from “I must change cause my company told me” to “I wish to change to experience the benefits of innovation.”

2. The Fear of Loss


We are all people and everyone has this feeling from time to time. This is normal for human nature, as employees are often focused on negative consequences rather than positive outcomes of any changes.
The loss might be perceived in different ways — losing time, trust, expertise, and even losing a job!
The reason lies in the idea of the perfect worker who never makes mistakes.


The company leadership should convey to employees the fact that no one will fire them for single mistakes when implementing changes. What’s more, leaders should have a strategy for supporting employees in this difficult matter.
Sure, we don’t mean turn a blind eye to critical failures leading to financial or reputational losses of the company. Still, workers always perform better when they feel support, not a watchful gaze and the threat of punishment looming over them.

3. Poor Engagement


In our previous article on involvement and engagement, we mentioned that without them no changes will lead to success. Non-engaged workers will only passively observe what others are doing, thereby delaying progress or even completely reducing all the efforts of their colleagues to nothing.
The cause for this issue may lie much deeper than just reluctance to change something.


Communication and involving such passive employees in the process may solve the problem. The more these people participate, the more they realise their contribution to the common cause, as well as their responsibility and their success.
Psychology claims that self-realisation is at the top of human needs. And when each employee realises that it was them who helped the company to reach a new level, they will be proud of the results, feel part of the innovation, and will strive to make a greater contribution to the business.

4. The Lack of Trust


Long-term relationships between leadership and employees almost guarantee successful changes. People are ready to follow those whom they trust. Otherwise, the work will turn into an analysis of “palace coups”, which obviously will not add to productivity.


Clear and transparent business always means trust and motivation. Let’s take a look at Google that was mentioned in our previous piece. Everyone, even newbies, is aware of the CEO’s goals and tasks. They see how leaders contribute to the business and get inspired by this. Finally, they trust the C-level, as the results are visible to any worker.
Another great hack we use at Collabio is conducting common meetings or webinars for the whole company so that all employees know how things are going.

5. Poor Planning and Timing


People are ready to undergo any changes when they see small steps and realistic deadlines. If you make employees, for example, to move to a new CRM in two days, they either won’t succeed or will undergo the minimum transition just to please company leaders.


All changes should be properly planned. Every great goal can’t be achieved in a couple of small steps. To make the transformation process simpler, these goals should be divided into smaller ones, and those, in turn, better be divided into micro-steps.
Setting realistic deadlines flows out of from the step-by-step plan. It is easy to evaluate the volume of work on small tasks than immediately assessing a large goal, the path to which may be longer than it seemed initially.

Key Takeaways

Once you identify the causes of resistance to change, it becomes possible to make adjustments and achieve the level of productivity you are striving for.

Let’s take a look at the culprits of concerns once again:

  1. Not understanding why the change is made and the feeling of imposed choice.
  2. The fear of a job loss or working in vain.
  3. A low engagement and involvement level.
  4. The lack of trust and understanding between leadership and workers.
  5. Poor planning or timing, and not implementing changes step by step.

And here are some hacks that will come in handy for getting rid of concerns:

  1. Provide full information to people, make them see the bigger picture, not only scattered tasks. Keep them updated all the time.
  2. Guarantee against losses. Convey the idea that no one will be fired if they make a mistake. Still, set the reasonable rules of quality.
  3. Encourage the participation of every employee. Make everyone feel part of innovation. Appetite comes with eating, and the engagement comes with working.
  4. Keep focused on one goal at a time. Otherwise, employees may be confused with several activity vectors.
  5. Communicate with all departments and build trustworthy relationships. Everyone should feel like a single organism aiming to reach a common goal.
  6. Support those who require help. Provide informational and educational support for departments that need extra learning to implement change.
  7. Follow up to check whether the changes have taken root. People may pretend they have implemented the change, still, may return to their habitual way of work after some time. Management should make sure that the changes were accepted by the company, and employees live by the new rules not only on day X but also after it.




Collabio is your way to boosting productivity thanks to both a top-notch app and our blog with dozens of useful tips. Join us and become even more productive!

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Collabio is your way to boosting productivity thanks to both a top-notch app and our blog with dozens of useful tips. Join us and become even more productive!

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