"People hate change."

“People hate change.”

Have you heard, thought or even said those words lately?

I know I have, especially when I was trying to change the way things were done during the daily routine of care.

Change shift start time? Change paydays? Change dress codes? Nope, it’s not going to be easy.

Change the culture of the way people treat each other – even tougher.

And yet we continue to strive to implement change – and we continue to run into walls.

At the same time, most of us want a little change in our lives. We crave change in our diets – eating the same foods every day would be boring, not to mention not very healthy.

We look for new TV shows, new movies, and new experiences.

We embrace new technologies that help us connect with our friends, check out new products and prices and take our favorite tunes everywhere we go.

Heck, we even vote for change in elections – and we’re very likely going to get it, ready or not!

Here’s what every good manager needs to know: to get people to embrace change, you have to market it. You have to sit in their chairs and ask, “What’s in it for me?”

Because when the changes we’re trying to make are changes that will improve the lives of our employees, they’ll embrace it.

If it’s change they can have a voice in shaping, they’ll embrace it even more.