In the modern dynamic market environment, changes in the workplace are inevitable. Organizational leaders are determined to implement innovative operational approaches to remain competitive. For instance, the continued emergence of sophisticated technologies has enabled business entities to compete on diverse fronts. Local small to medium enterprises are establishing their presence in global markets, competing with multinational corporations.
While numerous benefits accrue in aligning organizational approaches and operations with the prevailing market trends, resistance to change remains a significant concern for managers. According to Lumen Learning employees avoid change due to fear of the unknown. Undoubtedly, it is human nature to identify areas that need change yet when it is actualized employees become worried and uncomfortable.
Unarguably, change in the workplace is at times stressful and may lead to frustrations and a lack of confidence as employees struggle to march unchartered territories. Taking up new roles or adopting new operational approaches requires employees to learn new skills and develop new habits. Employees may be doubtful of whether they would master the needed skills to perform their responsibilities. This article provides numerous tips for coping with change in the workplace.
Tips to accepting change in the workplace
- Acknowledge Change
The first and most important step in accepting change in the workplace is acknowledging the change. Employees need to understand that changes in the workplace must happen and it is not something out of the ordinary. Embracing the fact that changes must happen allows employees to think objectively and re-evaluate their contribution to the organization. Once one understands the change process, it will be easier to cope.
Employees should critically analyze the prevailing market trends to understand how the change will impact the organization. Analyzing market realities enables workers to understand the importance of organizational change processes. This understanding will help them to comfortably manage and embrace change.
- Address your fears
Since it is natural to be afraid of change, it is advisable to write your fears down. Go through each of the identified fears and determine what you would do if any of them came to pass. It will allow you to have a plan that will guide you no matter the outcomes of the organizational change process. Having an elaborate plan allows you to focus on other things other than dwell on your fears. You will manage to perceive the change process objectively, which may help you identify new opportunities for personal growth.
- Communicate as much as possible
Communication is one of the most important things that you should prioritize during the change process. As Castrillon explains, communication gaps during the organizational change process could be detrimental since they could be filled with unfounded information. When an organization is changing, there are numerous rumors and gossip which could escalate your fears, making it hard to cope with change. It is advisable to keep communicating with your colleagues and mostly the managers and supervisors to ensure you get accurate information. It will reduce your anxiety and help you perceive the change process more positively.
- Focus on Strengthening your Relationships
You should ensure that you maintain the relationships you have established throughout your career. Since you may not know the outcomes of the organizational change, you should be keen on maintaining relationships with previous co-workers and the networks you have developed over time. However, if in any case, you have lost contact with your peers, do not hesitate to establish the relationship again. Individuals you have worked with previously becomes overly beneficial in challenging situations like organizational changes.
- Be part of the change
You should take ownership of the organizational change by looking at the positive outcomes. If It is possible, you should engage or take part in change management teams and committees. Moreover, you should be a driver of change advocating for better organizational outcomes. Taking part in the change management team will make you feel empowered and less afraid.
Benefits of accepting changes in the workplace
- Career growth and progression
One of the benefits of accepting organizational change is individual growth and development in your career. Since new approaches require new skill sets, you will become more competent and suited for modern organizations. You will gain new insights and perspectives which will be crucial in your success.
- New Opportunities
Organizational change may create new job descriptions, which opens opportunities for you. For instance, business entities may seek to create more specialized roles that capitalize on your strengths. Besides, the organization may adopt new approaches that include developing more specialized work teams to harness productivity. To ensure that you perform optimally, the organization may opt to implement cross-training to arm you with the necessary skills.
- New policies and procedures
Another notable benefit of accepting and embracing change in the workplace is working under innovative approaches and procedures. You may be surprised to realize what you have been missing throughout your career. Implementing new policies may open opportunities you never knew existed. For instance, the changes may give you more autonomy to work and deliver on your assignments like never before. You might also gain new skills that enhance your productivity. Improved productivity will benefit both the organization and its employees. It will guarantee the longevity of employment and better returns, such as bonuses and salary increment
Role of managers in helping employees cope with change
- Communicate
Managers are the face and the owners of change within an organization. As a result, they are required to communicate with employees and continue to provide relevant and accurate information as well as encourage them. They should interpret the change message to help employees conceptualize it and face their fears.
- Engage
Organizational leaders should engage employees in the change process to provide motivation and help them own the process. They should let employees feel the need and urgency for adopting change and show their commitment to getting everything done according to plan.
- Act as Role Models
Leaders should act as role models to help employees emulate them. They should demonstrate the desired behaviors and attitudes during and after the change process.
