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4 common reactions to organisational changes

change managementOrganisations undergo changes often to improve their normal procedures and to cope with the economical trends or technical innovations. However, when changes are introduced, it is not often that employees take to the change or accept it positively. It is important to be prepared for negative reactions of all kinds. Once you know what to expect from your staff, it will be easier to handle them and promote a smooth transition.

Introducing change is never easy, but arranging for a smooth transition can ensure that you manage the entire process well. Some of the common reactions to watch out for in your employees could be:

Doubt

Many employees will doubt change. They may doubt their job security and wonder why the change is being implemented and whether it is worth it. As a senior manager, it is your duty to understand why the staff is doubting the new set-up and address their core concerns. Doubting change is common on the personal front too and should be handled with care to ensure a smooth transition.

Resistance

You have to be prepared for a large amount of resistance initially when you speak of the changes that are about to take place. Some employees may react positively while others may not be comfortable because their familiar routine will be interrupted. Resistance to change is a common reaction and can be solved easily. If you counsel your employees and involve them in the change, the decision making process and explain to them how they will benefit from it on the whole, it will help the organisation.

Anger

Old employees who have been in the company for many years may experience a sense of anger, especially if you are introducing technical changes. Technology is a new age concept that the modern day executive can learn to adapt to well. Old timers find it tough to adapt and use new programmes or devices, and once it becomes a way of life at the workplace, they feel threatened.

The best way forward in this case would be to train the employees separately. Explain to them how the new innovations and changes will help them perform their tasks better. Once the employees are trained and given adequate time to adjust to the change, it will help achieve the goal of a smooth transition.

Uncertainty

You will experience an array of uncertainty from the staff when you first talk about initiating change. This is basically because the staff will not know what to expect and how to adapt well. It helps to put yourself in their shoes and to understand why they feel what they feel. The uncertainty is a natural outcome of change, especially since they arenโ€™t sure if they will be able to deal with it well. Try to help them adjust from day one so that your entire transitioning process goes well. Lastly, if you undergo a training in change management module, it will help you deal with their reactions better.

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