Give people more than one way to understand the change and space to ask questions at their own pace. Different responses can reveal what information, practice, or support the team still needs.
How can managers support people without holding up the work?
Explain what is changing, what is staying the same, and when more information will be available. Offer a mix of written updates, small-group conversations, one-to-one check-ins, and hands-on practice so employees can engage in a way that works for them.
When the transition feels difficult, Choose Your Attitude can help a manager notice their own impatience and respond with curiosity. One person may want to test the new process right away, while another needs to understand how it affects a customer handoff. Ask what each person needs to do their part, then make the next steps clear.
What signs show that people need more support?
For a practical check, watch for signs that people need more support:
- The same question keeps returning in different meetings.
- Employees are using different versions of the new process.
- A handoff or customer interaction is becoming less clear.
- People who are usually engaged have gone quiet or stopped raising concerns. Use what you hear to adjust the support, while keeping essential deadlines and responsibilities explicit. Patience helps the team learn; clear expectations help everyone keep moving.
Questions like this one, and many more about teamwork and morale, are explored in the FISH! Philosophy upgraded trial, which gives your team 30 days of access to the FISH! film and its digital guides.
