We’ve previously suggested that rolling out CNA Edge is more change management than technical implementation. “Change management” may seem scary, but Straightaway can help you navigate the process.
Employees take comfort in the familiar, which is exactly why we’re having this discussion in the first place. Change represents uncertainty, and as author Tim Ferriss says, “people would rather be unhappy than uncertain.” Our industry has grasped a hold of what is familiar and gotten a bit too comfortable with it. This comfort has led to complacency and a mindset of “this is how it’s always been done.” If this is your approach for dealing with CNA staff shortages, how well is it working for you?
Since you’ve found your way to this blog post, we assume that you’ve come to terms with the fact that your current approach is not working well, and you’d like to try something different – like creating your own supply of CNAs. You probably understand that fearing change breeds status quo, preventing your organization to operate at its full potential. While you may understand this, how do you get the rest of your employees on board once you’ve made the decision to change?
Laying the groundwork for change starts at top. Be sure every layer of your organization understands the problem you must solve and why solving it will make them (and your organization) better off. Straightaway has created a video that helps establish this context prior to implementing CNA Edge. You’ll want to make the rational and emotional case together to help get employees’ buy in on “the why.” Once they understand what’s in it for them, you can keep going back to it. At the facility level, let your employees know why were chosen to lead this change (i.e. “you have done such a great job with X project in the past,”). This makes them feel important and accountable, as well as gives them an opportunity to shine. This also conveys that this isn’t a trial – and your business is counting on them to make the initiative successful.
When leading change, strong communication is imperative. Don’t simply check communication off your to-do list, but instead make it part of your daily routine. If solving the CNA staff shortage plaguing your organization is important to you, staying engaged with the project and communicating with employees must be a high priority. In fact, overcommunicate! Just make sure your messaging is simple and clear. It’s also important to listen, so get close to the folks on the front line. You may find areas of uncertainty that require attention. Your job is to help employees believe they can thrive on the other side of the change, so swiftly addressing uncertainties will help them feel more confident about their ability to adapt to the change.
Straightaway will help you simplify wherever you can. For example, we’ll give 5 easy steps instead of 100. Change takes effort, but it’s easier to digest this way. It’s like laying breadcrumbs that will lead your team in the right direction. Most folks recognize a perceived pain associated with the change, but with your help, we want to make it easier for them.
As your CNA Edge roll-out moves forward, you and leaders at all levels of your organization should engage with Straightaway and with one another to share progress, data, and results. This is a great time to review what’s working for you and what’s not, then adapt your approach – and of course, celebrate results with your employees. Ultimately, you want to make your employees look like a hero.
Change can be daunting, but without it, we’re left with the same challenges that we face today. Straightaway will help you navigate the change necessary to tackle your CNA staffing challenges in a new way.