That is a useful question to ask yourself as you contemplate making a change at your business. It’s especially important if you believe that the change you are considering is low impact, no big deal. In reality, change of nearly any magnitude can generate a sense of loss for employees.
Here’s why. Making a change in your organization will likely mean that someone will start doing something she doesn’t do today. Or stop doing something. Or be accountable for something he’s never been measured on before. She may now receive work electronically instead of via paper. He may face a stiff learning curve with a new software program. She may move to another floor, which means associating with different people. Some employees will start work sooner/stay later. Coworkers won’t be able to go to lunch together because now the phones have to be covered during lunchtime. Those things can feel like a loss – a loss of something familiar, safe, known, liked or even just tolerated.
Change impacts the power status quo. It’s possible that someone will lose authority or unofficial power they have enjoyed. For example, say you have a long, onerous process in a part of your business. That probably means there is someone in your organization – a workaround hero – whom everyone calls to get around it. His status and place at the center of activity will change when you fix the process.
It’s also likely that the change will result in someone gaining responsibility. That seems like a good thing, right? You might be surprised to discover that the employee is uncomfortable with her new visibility and accountability, and longs to be invisible again.
So what can you do? First, there is value in thinking about who will be affected and how when designing your change. Second, there is a Yiddish expression: “Everything is good when you talk it over.” This is the essence of successfully managing people through change. Let people articulate how the change affects them. Acknowledge it. Talk about how it affects you too. And always remind people of the WHY of change – why we’re making ourselves uncomfortable now, to get a new, better result.
Tags: Business, change management, employee communication, Long Island