As a manager or business owner, you've likely encountered employees who struggle with performance issues or face challenges that seem to hold them back. You may ask yourself: Can people really change? And if they can, how can I support their growth while maintaining the performance standards needed for business success?
The good news is that change is possible. People can overcome setbacks and develop new habits if they have the right support. In this blog, we’ll explore three signs that someone is truly willing to change and how you, as a manager, can foster that transformation within your team.
1. They Acknowledge the Problem
The first and most important sign that someone is willing to change is their ability to recognise that there’s a problem. If an employee is consistently underperforming or experiencing workplace stress, they must first acknowledge the issue before any meaningful change can occur.
As a manager, your role here is to provide clear, constructive feedback without making the employee feel judged. Start by having an open, supportive conversation. Use empathy to help them feel comfortable discussing their challenges. Creating a safe space for employees to admit they’re struggling is the first step toward fostering positive change.
For tips on how to have these crucial conversations, check out this guide on giving feedback.
2. They Show a Willingness to Learn
The second sign someone is ready to change is their willingness to learn and grow. This often involves taking responsibility for their actions and being open to training, coaching, or additional support. Employees who demonstrate this mindset are typically more motivated to make improvements.
To nurture this attitude, offer opportunities for professional development. Whether it’s through skills training, workshops, or mentorship programs, providing access to growth resources shows your commitment to their success. Managers can also consider introducing Employee Assistance Programs (EAPs), where employees can access personal and professional support confidentially. Find out more about the benefits of EAPs here.
3. They Take Action
Acknowledging the issue and learning new skills are critical, but the true measure of whether someone will change lies in their actions. If an employee begins to implement what they’ve learned and actively seeks feedback to improve, they are on the path to change.
However, change doesn't happen overnight. As a manager, offer ongoing support by setting clear goals and expectations. Regular check-ins can help track progress and provide the employee with the encouragement they need to stay on course. Discover effective ways to manage underperforming employees in this HR guide.
How Managers Can Support Change
Change, especially in the workplace, is a two-way street. Employees need to be motivated and committed, but managers play an essential role in fostering an environment where change is possible. Here are a few practical ways you can help:
1. Offer Resources for Development
Giving employees access to EAPs, training, or coaching helps them build the skills they need to improve performance and well-being. Research has shown that offering these types of programs can significantly reduce workplace stress and improve job satisfaction. For more on how workplace support can improve performance, click here.
2. Set Clear, Measurable Goals
Without clear expectations, it’s hard for employees to know what success looks like. Work with the individual to set attainable goals, and use SMART criteria (Specific, Measurable, Achievable, Relevant, and Time-bound) to ensure progress is measurable.
3. Provide Consistent Feedback and Encouragement
Change takes time, and setbacks are inevitable. Regularly check in with employees to provide constructive feedback and offer positive reinforcement when you see improvement. For tips on how to balance feedback with encouragement, visit this article.
4. Recognise When Additional Help is Needed
Sometimes, personal issues may be at the root of performance problems. Offering your employees access to counselling and other mental health resources through an EAP can be a game-changer. Mental health support helps employees manage personal challenges that may be affecting their work. Learn how to integrate mental health support into your workplace [here].
The Bottom Line: Change is Possible with the Right Support
Can people change? Absolutely. But the process requires commitment from both the employee and the manager. Recognising the signs that someone is willing to change—acknowledging the problem, showing a willingness to learn, and taking action—will help guide your approach as a supportive leader.
By offering resources, setting clear goals, and providing consistent feedback, you can empower your employees to make positive changes. Remember, growth is a journey, and every step forward is a step toward success.
For more strategies on supporting your employees and improving workplace well-being, explore our EAP services designed to help your team thrive.
