What is a benefit of involving employees in the change process?

Involving employees in the change process significantly leads to reduced resistance to change. When employees are actively engaged, they feel a sense of ownership and investment in the change initiatives. This inclusion fosters a collaborative environment where individuals are more likely to understand the reasons behind the change, voice their concerns, and contribute their ideas, making them feel valued and respected as part of the process. As a result, this can enhance their commitment to embracing the changes, ultimately leading to a smoother implementation.

Engaging employees also helps to build trust in leadership, as it demonstrates transparency and openness in decision-making. When employees perceive that their input is valued, they are more inclined to support the changes rather than resist them.

In contrast, options such as increased micromanagement, expanded hierarchy, and more departmental conflicts detract from the collaborative spirit necessary for successful change management. Micromanagement can stifle employee autonomy and discourage participation, while expanded hierarchies may create barriers to communication and decision-making. Similarly, increased departmental conflicts can arise from a lack of communication and alignment, further complicating the change process.