When is change good? Are your employees on-board with the changes that you are making? Are they telling you that they are yet you are sensing resistance? The truth, for the most part is this – people think change is good if 1) they initiate it and 2) it benefits them or they want the change.
Change has phases that can be mapped on a change grid. It doesn’t matter if the change is by choice or forced upon employees, the same basic change of events occur. Knowing the signs to look for will help you manage change in a more productive and people centric matter.
The basic stages of change are as follows:
- Change is introduced – this is the point where the leader of the change needs to be prepared to handle what consequences may occur from this announcement. Be prepared for the fact that not everyone will embrace the change with the same enthusiasm as you would hope.
- Disruption to productivity - The introduction of change means more work for people as they find their way through the new process.
- Adapting to the change – the employee makes the decision to either get on board with the change or they will continue to fight the change. The sooner you can get people on board and remove the negative people from the process, the sooner the change will take hold.
- Accepting the change – at this point people are on-board with the change and are finding ways to be creative with the change process and their new role within the change.
Obviously the sooner the employee moves through the stages the quicker the organization can return to a productive mode. However, the process can not be rushed. Much like the Stages of Grief by Kubler/Ross, the employee may go back and forth between the stages until they finally reach acceptance. Your job is to be their guide through the change.
“The truth is that our finest moments are most likely to occur when we are feeling deeply uncomfortable, unhappy, or unfulfilled. For it is only in such moments, propelled by our discomfort, that we are likely to step out of our ruts and start searching for different ways or truer answers.” unknown