Embracing Change in The Workplace

Embracing Change in The Workplace

  • May 24, 2021

Organisational change is essential for companies that want to evolve and remain competitive, but change can also be incredibly disruptive without the right strategies in place to guide the transformation. Majority of change programs fail to achieve their goals, mainly due to employee resistance and lack of management support. On the other hand, the right change management strategies can bring incredible success to the workplace.

As human beings, we are conditioned to prefer stability. When our routine takes a hit, it leads to anxiety and fear. It happens even when we are the instigators of personal change. When it comes to organisational change, the levels of difficulty are further heightened. Here’s why:

  1. Organisational change is not self-directed. By its very nature, it’s born out of external pressure: from shareholders, customers or competitors. Subsequently, our autonomy and control are shifted, and it erodes our sense of independance.
  2. Change can be overwhelming and confusing. Changes are usually planned behind closed doors. This gives the change agents an opportunity to come to terms with the disruptions they’re about to face, but the receivers of change don’t get that same luxury. Announcements typically land all at once, often with huge information gaps.
  3. Change can mean uncertainties about job security. Transformation is often the engine used to drive efficiencies, and sometimes this means downsizing the workforce.

When these components of change collide and are handled poorly, motivation goes through the floor. The drive to perform at a high standard is replaced by a need to survive. If people have no confidence that the change will lead to better things, they fall upon a basic strategy: resistance.

Written by Sahar Habib