10 practical tips for engaging employees with change
Change is hard. Sustaining it? Even harder. Our co-founder, Georgie Cooke, was invited onto the HR L&D Podcast to unpack why most change fails—and what you can actually do about it.
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On the HR L&D Podcast
In this episode, Georgie joined Nick Day on the HR L&D Podcast to dig into why most change efforts fall flat, and what you can do to make yours stick.
From the psychology behind resistance to the power of culture, storytelling and environment design, it’s a practical guide for HR, L&D and change leaders who want to turn good intentions into real behaviour change.
No time to listen? Scroll down for 10 practical takeaways.
Or save the episode for later on Spotify, Apple Podcasts, or search “HR L&D Podcast” in your player of choice.
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0:00 Preview & Intro
2:42 Why Change is so Hard
9:31 Psychological headwinds and individual impact
14:51 Inspire, Train, Sustain
23:11 Leadership expectations
30:14 Sustaining change
35:07 Learning design pitfalls
45:38 AI, information versus deep learning
46:41 Advice for HR leaders
People will come to the party—but they won’t dance. They’ll smile and nod through your change initiative, then quietly carry on as usual.
10 tips for engaging employees with change
Book a call1. Don’t just invite people to the party, get them dancing.
People might smile and nod through your change initiative, but that doesn’t mean they’re actually on board. Passive agreement isn’t the goal – behaviour change is.
2. Start with the headwinds.
We’re hardwired to resist change. Status quo bias and risk aversion are real, plan for them. Explore the psychological headwinds you’re up against. Don’t assume logic alone will win people over.
3. Use storytelling that’s honest, not just hype.
A great story doesn’t just paint the dream, it explains why standing still isn’t an option. Help people feel both the pull of the future and the push from the present.
4. Run focus groups before you build anything.
Assumptions kill good design. Talk to real people in different parts of the business to uncover what they’re actually thinking and fearing.
5. Tailor the message to the microculture.
What lands in head office might totally miss in a store, on a rig, or with a remote team. Different contexts need different comms.
6. Keep learning light and specific.
More isn’t better. Overloading people with information dilutes impact. Make it simple, relevant, and actionable – for their actual job.
7. Train for behaviour, not just knowledge.
It’s not about knowing the values – it’s about knowing what ‘collaboration’ or ‘agility’ looks like in your world. Make it tangible.
8. Don’t forget your managers.
Managers are culture carriers. If they’re not equipped, engaged, and setting the tone, your change won’t stick. Treat them as a VIP audience.
9. Reinforce or be forgotten.
People forget 80% of what they learn within 30 days. Keep the message alive through nudges, storytelling, peer sharing, and recognition.
10. Change your environment, not just your people.
If your tools, systems or incentives still reward the old way, the new way won’t last. Make doing the right thing the easiest thing.
Want to land your next change initiative?
Talk to us about how we can help – from kicking off with a Pathfinder Workshop that turns your strategy into a clear action plan – to building out specific learning experiences and comms assets that make change stick.