Manage bystanders

Article written by Tim Lopez

Managing the Bystanders

Bystanders play an essential role in the Change Management Process. Bystanders are not directly involved in the Change Process but may be affected by it. They can provide valuable insights or observations about the Change Process that can help improve its effectiveness.

Although bystanders may or may not be directly involved in the Change Process, they still significantly impact its success. For example, they can provide feedback about how the change is implemented or whether it has the desired effect. Additionally, Bystanders can help spread information about the Change Process to other people affected.

Considering the Bystanders' role when planning and implementing a Change Management Project is crucial. By doing so, you:

• Ensure that the process is as successful as possible and that those who are affected by the change are able to provide their input.
• Help to create buy-in for the change from those who may not be directly involved in the process.  Help to ensure that the change process is communicated effectively to all those who may be affected by it.
• Bystanders can play an important role in the success of a change management project. By considering their role and involving them in the process, you can improve the chances of success for your project.

Why consider Bystanders

When planning and implementing a change management project, it is important to consider the role of bystanders since:

• Bystanders can provide valuable feedback about the change process. If you take time to understand the bystanders you gain valuable information including why the change was not seen as significant, where the breakdown in communication, and how to convey the need for change to this specific individual in a mutually beneficial way
• Bystanders will spread information about the change process.  It is important that you communicate accurate information in an understandable format.
• Bystanders can help to create buy-in for the change from those who may not be directly involved in the process.  By earning bystander buy-in you influence other stakeholders who are more resistant to change.

Thus, it is important to consider the role of bystanders when planning and implementing a change management project. By doing so you:

• Improve the chances of success for your project
• Enhance communication about the change process
• Create buy-in from those who may not be directly involved in the process.

Onboarding Bystanders

There are a few key steps to take when it comes to onboarding and managing bystanders in a change management project.  These steps will help convert some of the bystanders (the early majority) into adopters and participants in the change process.

1. Identify who the bystanders are. This can be done by observing who is not directly involved in the change process but who may be affected by it.  Complete the Stakeholder Analysis.
2. Communicate with them, providing information about the change process and soliciting their feedback.  Read Manage the Communications
3. Involve them in decision making or providing incentives to get involved and actively supportive of the programme
4. Capture their feedback to evaluate the plan, take it into account when making decisions about the change management project.  Use the feedback to improve the project ensuring it is having the desired effect
5. Evaluate the change communication impact on the bystanders to ensure it is effective and is providing information they are engaged with 

Here are some more in depth tips on how to effectively manage bystanders during a change:

1. Communication: Ensure that bystanders are kept informed about the change and its impact on them. This can be done through various communication channels such as email updates, town hall meetings, and regular updates on the company intranet.
2. Education: Provide education and training to bystanders on the change and how it will affect them. This can help reduce anxiety and resistance to the change.
3. Involvement: Involve bystanders in the change process where possible. This can be done by seeking their input and feedback, involving them in the planning process, or assigning them specific tasks related to the change.
4. Empathy: Show empathy towards bystanders and understand their concerns and fears about the change. Addressing their concerns and providing support can help reduce their resistance to the change.
5. Reward and Recognition: Recognize and reward bystanders who embrace the change and contribute to its success. This can help create a positive attitude towards the change and encourage others to support it.

By effectively managing bystanders during a change, organizations can reduce resistance to the change and increase the likelihood of its success.