Personal and professional

CHANGES
What have been the biggest changes in your professional
and personal life in the past years?
Why do people try to resist to change? Who or what age
group is most likely to prevent change?

 People are afraid of changing

 Raise
Are you resistant to changes? How do you cope
with them?

 To cope with = to deal with

 People who has have
 Landline
How has the pandemic influenced us to cope
with changes?

 Remotely
Changes in the workplace

The only constant in life is change. Thus, being open to change is an important part of
running a business. To survive and keep ahead of the competition, businesses will be required
to make major changes from time to time.
While these changes can help them take market share, they can also have a stressful effect on
the employees. It's essential to understand the different types of changes a business goes
through, the way it affects the team, and how it is possible to ease the transition for them.
Employee Reactions to Organizational Change

Resisting the Oncoming Change

 Changes can make things to go awry. Thus, one of the most instinctual reactions to
change is resistance. It’s normal for employees to not want to try a new process or learn a
new role. Organizational changes often mean employees have new managers or team
members, or may be working in a completely new area of the business with a focus that’s
not familiar to them. As a result, they may want things to remain the same.
 Researches notes that almost one third of employees who experience organizational
change don’t actually know why the change is happening. If businesses don’t share their
vision for the organizational change and the benefits to the company, employees don’t
have a real understanding of how the change will affect them. This leads to the initial
resistance they feel when learning about oncoming organizational change.
Employee Reactions to Organizational Change

Afraid for Their Job Security

 Human reactions to change in the workplace include fear for their job security. Organizational
change can include downsizing. Going through a merger or acquisition process may also mean
that there are redundant roles within the company. Employees going through this kind of
organizational change are scared of losing their jobs. Getting laid off is traumatic and means
that the employee will not know what their career future looks like.
 In many cases of organizational change, leaders may not have all the answers employees need to
alleviate their fears. According to Harvard Business Review, it’s vital to be candid and honest
with the team. If there is a possibility that the organizational change may mean some employees
will be out of work, don’t say that there is no way anyone will lose their jobs.
Employee Reactions to Organizational Change

Creating Rumors About Organizational Change

 Oftentimes employees who don’t have all of the details begin to create and spread rumors
about what the future of the company looks like. They may hear segments of the change
plan and fill in the details based on the information they have. While discussing these
changes with colleagues, the facts may transform into rumors, which can then fuel
additional anxiety and stress.
 Rumors are drummed up by lack of communication. And in order to get away from it,
it’s better to communicate effectively with employees. For instance, when a company is
beginning to implement the changes, they should hold a company meeting to provide
details and answer questions. When employees have the details they need, they are less
likely to fuel the rumors.
Employee Reactions to Organizational Change

Doubting the Leadership’s Vision

 When employees hear the organizational changes to come, they may have moments of
doubt. Some may disagree with the direction the company is going, while others may
think that changes are detrimental to the work they have already done. Employees may
lose faith in the company leadership during times of organizational change because they
don’t fully believe in the plan.
 Harvard Business Review recommends upskilling the company leadership before and
during times of change so that they feel confident in steering the company. Business
leaders need to excel in areas such as change management, automation, design thinking
and other areas related to organizational change so that they can make the best decisions
for the future of the company and foster confidence in the workforce.
Employee Reactions to Organizational Change

Stressed and Angry About the Inconvenience

 Learning new work processes and systems or navigating a new area can make employees
feel frustrated and tense. The addition of extra tasks or new elements they have to learn
may feel like an inconvenience. This may mean they have to put in extra hours and work
a few weekends all while trying to keep up with their regular workload. While the
transition may be temporary, it can still bring a lot of negative feelings.
Employee Reactions to Organizational Change

Excited About the Challenge

 While stress can be a normal reaction to change in the workplace, it’s important for
employers to remember that many employees also welcome change. Depending on the
employee’s personality and experience within the company, they may be up for a new
challenge and enthusiastic about what is to come. They may have gone through a previous
organizational change with positive results for their career.
 Businesses should tap into this excitement and help spread the message. They can ask
employees who are eager to see the organizational change to act as change ambassadors
and help reassure those who have negative feelings. When employees see their peers
welcoming the change, they may be more likely to participate and work towards the new
organizational norm.
How can companies help employees to cope with
changes in the workplace?

How to Reduce Negative Responses to Change

 In order to have more positive reactions from employees, communication is key. It’s
advisable to build a narrative for the change, and connect all messages to that framework.
This consistency in messaging helps reassure employees and provides stability during a
time of upheaval. It’s also key to tell employees how the change will benefit them
specifically. By understanding the advantages and how it relates to their role, employees
may be more welcoming to the idea of change.
Homework

 Create a 5-minute presentation describing the

biggest changes in your personal and / or
professional life and what happened as a result.
Have you struggled throughout the process? How
was it?