How many times have you heard this before: “But this is the way we have always done it”?
Employees often have problems adapting to organizational change and growth. Accustomed to the status quo, they are afraid of how changes will affect their positions. Will I have new duties? Will I need to work longer hours? Is everyone affected equally? Is my job in jeopardy? The fears resulting from reorganization, new management or a change in responsibilities can all throw off the balance of your team.
Ignore the age-old idea that “what they don’t know won’t hurt them.” Employees’ performance and morale are adversely affected by “not knowing” what is happening in the organization. Get everyone on board by answering the following questions for your employees:
- How will my job be affected? This is the number one question we all have when organizational change is imminent. Be honest and gain support from employees.
- What is the purpose of the change? Is the idea to increase output, save money, expand a product line or create better focus? We all deal with change a little better when we understand the logic behind it.
- How is the change an improvement? Be positive and reassuring, and explain why the change is a good thing for the organization.
Bottom line: Give employees information and you will gain cooperation and acceptance through organizational change.