Team members resist change in a new workflow system. How can you ignite their ownership and drive success?

Fear is often seen due to 2 things. 1.Lack knowledge on how the change is going to impact the team. Proper training and support would help team to get enough confidence. 2.Change timeline: If the timeline is to short, team has to learn it quick. Which adds more pressure on team member and turns into fear of taking up the challenge. If change timeline is too long, most often team has to work on the change to test the solution which is not completely matured alongside their regular work. Doubles the workload on team. Proper strategy and timeline to implement the change would help team confidently take on the challenges due to change implementation.

🔥 Change can spark growth—if you fuel it with ownership and clarity! 💬 1. Share the "why" – Help your team see the bigger picture and purpose. 🤝 2. Involve everyone – Let team voices shape the journey. 📚 3. Train & support – Confidence grows with the right tools. 🎉 4. Celebrate the wins – Recognize progress, big or small. 🗣️ 5. Address feedback fast – Show you’re listening and adapting. 👑 6. Lead the charge – Model the change you want to see. ✨ Change doesn’t have to be scary—with trust and transparency, it becomes empowering. How will you make your next change stick?

I would involve the team early by explaining the benefits and listening to their concerns. Offering proper training, assigning roles, and highlighting quick wins can build confidence. Encouraging feedback and recognizing their efforts would help create a sense of ownership and motivate them to embrace the change.

In my experience, organisations often fail to involve stakeholders enough in the research and implementation process. Consulting with a multi-disciplinary team across all relevant departments can not only help with team buy-in but also ensure that any roadblocks or challenges are raised and solved along the way.

Team Collaboration: Encourage collaboration and communication within teams as they adapt to the new system. Sharing tips and best practices can reduce resistance and make the process smoother.

In my opinion: to encourage the development or growth of ideas or feelings: I try to foster an appreciation for classical music in my students. providing a home or care to a child when you are not their legal parent, or receiving such care, usually for a limited time. Nurture responsibility by promoting initiative instead of assigning tasks. Engage individuals in enjoyable chores fostering self-esteem as well as independence. Offer assistance judiciously to inspire a sense of ownership over their duties.

Set Clear Goals: Define what success looks like with the new workflow system. Whether it's speed, productivity, or reduced errors, having clear goals gives the team something to aim for. Track Progress: Show how progress is being tracked, and celebrate milestones along the way. Recognizing achievements reinforces the system’s effectiveness.

Offer Hands-on Training: Rather than simply sending out training materials, organize interactive sessions where team members can actively practice using the system. Create a Support System: Establish a buddy or mentorship program where early adopters help guide others. A dedicated support team or regular Q&A sessions can also help.

When navigating change management—especially in something as hands-on as a new workflow system—resistance is natural. But once you’ve invested time in listening, addressing concerns, and co-creating solutions with the team, there often comes a tipping point: a breakthrough moment when things start to click. That’s the moment to celebrate. Recognizing these early wins—no matter how small—helps solidify the new status quo and reinforces ownership. Celebrations can be shout-outs, a team get together, or even a quick coffee break to acknowledge the shift. It signals progress, builds momentum, and helps make the change feel like ‘our way’ instead of ‘the new way.’

A few things I have found helpful are assigning associates as "champions" or advocates, who can lead and help guide their peers through the change and help make them feel more invested. Recognizing associates who embrace the change with public acknowledgement (at team meetings, through internal platforms, office-wide emails, etc.) creating the sense of accomplishment and pride. Offering small incentives (i.e. gift cards or lunches) for those who show consistent effort. Providing continuous support and making changes fun for example, creating a leader board or low-pressure challenges tied to playful goals. And lastly, sharing success stories by showing tangible results and letting the success speak for itself.

Remember, celebrating your milestones is not only about the accomplishment itself, but also about recognizing the effort and hard work that went into reaching that goal. By taking the time to celebrate, you can harness the power of progress to motivate you towards future successes. An employee milestone is a significant event, achievement, or development stage in an employee's career. Promotions, work anniversaries, completing a project, receiving special recognition, and reaching a specific performance goal are all examples of employee milestones.

Momentum comes from the Latin verb 'movere,' meaning to move, and it is described as the quality or force that keeps something moving, developing, or making progress after it has started. Another way of looking at momentum is that it is an energy that keeps something moving.To maintain momentum, break your Big Goal into small, manageable steps and then take action, one step at a time, every single day. Avoid getting stuck in the overwhelm of a Big Goal by deconstructing it into its digestible parts. Don't focus on what you can't do.