[bluemoon8118]

Here is my dilemma:

I am "the newbie" in the office, and I would like to implement some changes to what is currently in place. I have started with some minor things - like the office supplies - but I see potential in bigger changes too - like re-vamping our company database, and streamlining procedures.

My problem lies with the veteran staff. Although they do encourage me to make things better as I see fit - they are usually not very receptive to change, and in the end would prefer things to stay as they are.

I do realize that change is hard - and I am wondering if anyone has had experience with this type of thing.

Any help would be greatly appreciated!!

[lilysunshine]

I've faced a somewhat similar situation here at my current job. I am very much one of the newest staff members as well.

I've found that asking a lot of questions is a natural segue to discussion about why current procedures are in place, how they were developed, who developed them, how long they've been in place. A well placed 'I can't imagine what it was like before (insert situation here)' has worked well with a lot of the longer-term employees, and also reminds them that at some point, there was a pretty large change that worked out for the better.

Being able to back up your ideas with things like expected costs, expected timeframes, a list of pros and cons, any extra manpower needed will usually lead people to take it more seriously as well.

Anyway, good luck with that! It's so worth it when one of your ideas actually gets put to use.

[bluemoon8118]

Thank you so very much lilysunshine - you've been very helpful with all of my questions! I really appreciate your suggestions!

[lilysunshine]

You're welcome! I'm glad I could be of any help.

[Lneely]

I agree with what lilysunshine. When you ask questions about the current processes see if you can determine who designed the current process. If you find that the current process was designed by one of the “veteran” employees you will need to consider their personality and reaction to the changes you are proposing. It is important that your words or attitude are not perceived as judgmental or condescending.

Think of approaching the situation as a salesman. What will this change do for them – on a personal level as well as a company level? Using the cost benefit and being prepared to answer any objections will help obtain credibility. One last suggestion, if you have an ally with even one “veteran” employee they can help you obtain agreement with the balance of the staff.

[RandomActs]

If you can, buy two or three books called "Who Moved The Cheese". It is a great book about the benefits of change and how important it is to embrace it.