Imagine walking into work and being told everything’s shifting. New software, different processes, maybe even a restructured team. Overwhelmed? Anxious? You’re not alone.
Let’s face it — change is that clingy friend who just won’t leave. It’s always knocking, usually uninvited, and often brings chaos to the party.
And yet, managers are expected to waltz through it like they’re in a perfectly choreographed dance routine. One misstep, and suddenly your team’s out of sync, the music’s off, and the curtain falls.
We’ve all been there — a big announcement is made, people nod politely, but under the surface? Confusion. Resistance. The whispered, “What does this mean for me?” At RAiN Chartered Accountants, we understand this challenge firsthand. We’ve navigated significant change ourselves, evolving from a traditional audit firm to a tech-driven advisory powerhouse. The truth? Change doesn’t fail because people don’t get the email. It fails because they don’t feel the message.
This is a critical point: McKinsey reports a staggering 90% of companies are navigating some form of digital change. Yet, Gartner tells us a sobering truth: 50% of change initiatives crash and burn, with only 34% seeing real success. So, what separates that magical 34%? It’s not more strategy documents or another PowerPoint deck. It’s real, human, deliberate communication.
Let’s break it down:
1. Don’t Just Inform — Transform
Before you start composing the announcement email or preparing the big reveal, ask yourself: do I really understand this change? Not just the logistics — but the why behind it? The risk of jumping the gun is delivering a message that’s technically accurate but emotionally tone-deaf.
Change starts with you being clear first. Leaders who rush the message often lose the room before the meeting even ends.
2. Cut the Corporate Lingo — Clarity is King
Remember that time you tried to assemble furniture with instructions written in ancient hieroglyphics? No? Here is another example then:
“Due to recent strategic recalibrations, we are embarking on an agile-focused operational pivot.”
Huh?
Say it plainly. “We’re changing the way we work so we can serve clients faster.”
That’s the kind of message that lands. You’re not writing a thesis — you’re talking to your team. Drop the buzzwords. Keep it simple, sharp, and honest.
3. Rip Off the Band-Aid, But Hand Them a Plaster
Employees have a finely tuned BS detector. They can sniff out half-truths a mile away. Honesty builds trust, plain and simple. If there are bumps in the road ahead, don’t sugarcoat it. Be upfront about potential challenges. This shows your team you’re in it with them, not above them.
People can handle bad news. What they can’t handle is being left in the dark, or worse — being misled. Transparency isn’t a luxury during change — it’s your only currency.
4. Send the Message… and Then Land It
Just because you sent the message doesn’t mean the message was received. Or understood. Or believed. Communication is not a one-way broadcast — it’s an ongoing conversation.
Repeat the message across different platforms. Reinforce it in meetings. Bring it into one-on-one conversations. Clarify it in writing. Check in often. Change is absorbed over time, not overnight.
5. Don’t Guess the Dress Code — Ask What They Need
Every team member hears change through a different filter: fear, excitement, uncertainty, hope. Instead of assuming how they feel — or what support they need — just ask.
“What’s unclear right now?”
“What would make this easier for you?”
“What part of this feels overwhelming?”
You don’t need all the answers — but you do need to ask better questions. And then, truly listen to the responses.
Final Thoughts: Change is Your Opportunity
Change doesn’t happen in a vacuum. It happens in conversations, in how leaders show up, and in the stories we tell about the future. As RAiN evolves — continuing to expand our innovation focus, refine our service lines, and build a firm for the future — we don’t just roll out change. We roll with it… together. Because at the end of the day, people don’t resist change. They resist feeling lost in it. So next time change knocks, don’t answer with a script. Answer with empathy, clarity, and the courage to have the real conversation. Because in the end, it’s not about managing change. It’s about making change manageable — one clear, honest conversation at a time. And that’s a lesson we’ve learned through our own journey of transformation.
