It is not easy to initiate change in a small business. Change can be as small as altering the behaviour of an individual employee or as big as changing a business-wide procedure but the common questions still apply. Namely, where do you start and how do you pave the road to change without coming up against a roadblock of resistance?

We all know that simply ordering change will only be resisted. By telling someone that "I'm right and you're wrong" will, of course, cause the person to push back. As an employer, in order to initiate change, you need to engage your employees.

When working towards change in a group, employees can be divided into three groups - between 20-30 percent are ambitious and see change as a road to success, another 20-30 percent feels change threatens their jobs and the final 50-70 percent is usually sceptical, they can see the logic but need convincing. You need to focus on the majority 50-70 percent to truly change behaviours.

Outline the journey

It is, undoubtedly, the most important element of change management and must be incorporated into the entire process. Firstly, you need to draw attention to the reason for change and discuss the desired outcome. It is the same if you ask someone to drive from point A to point B without telling them why, most people would want to know and if you don't tell them, they will assume you're up to no good. Being clear and direct will get you the best results; when you withhold key information or are unclear in your objectives you will come up against that dreaded roadblock. Face-to-face will be better received than a one-way email.

Once the process of change has been initiated, give regular updates and ask for feedback. Like stopping for fuel, if you don't give fill the car up regularly, you won't get very far. If you're driving for a change in individual behaviour this might include regular meetings to discuss progress or difficulties. For business-wide change, perhaps 'town hall' meetings would be appropriate where staff can voice concerns and you can provide information on progress. After the change has taken place, sit down to discuss the changes and evaluate the success. Include your staff in this evaluation so you are aware of any lingering difficulties.

Decide on the route

You require your employees to change and they will be more willing to adapt to change if they are engaged in the process; so allow them to be involved in determining the route to take. You provide the destination and ask your staff to decide the route themselves. Or in other words, lay out the objectives and ask your staff how they would go about getting there. In this way, the staff are involved in the process and you can make a plan based on their ideas and comfort levels. There are usually many roads to take which will all lead to the final destination.

It is not wrong to have your own ideas of the road to take before you get to this stage and, you never know, it might end up being the same as your employees. But it is important that your staff feel involved and valued in the process. It goes to back to the "I'm right and you're wrong" principal - by engaging employees in the process of change and asking for their contribution, you will more likely see results. Don't alienate staff by thinking you know the only and best way.

Smooth the road

Now you have told your employees why the change is necessary and have created a plan, you need to put these two processes together. You need to smooth the road. It is your role to make sure the road to change is as effortless as possible. This will include providing support, regular communication and any required tools.

Learning and training often creates the least bumpy road to change. If someone feels threatened or sceptical of change, a learning environment removes the feeling that change is being forced. As an employer, it is your duty to provide this environment, whether that is through offering information sessions, Q & A's, training courses or coaching.

Neither you, nor your employees should fear change.  Ensuring your employees understand why a change is needed and how it will impact them on a personal level will go a long way to addressing any concerns. Don't forget these hints are flexible and may need to be adjusted to suit your individual business and situation. However, they are a useful starting point.