Now you are informed and have your power back, what can you do with it? By now you will have formed an opinion as to where you sit on the desire scale. There are three categories, broadly speaking, you may be part of. Let us have a look at what they are and how to deal with them, depending on your own particular stance.
1] You are motivated to change simply understanding what is happening to the business. As far as incentives are concerned you need very little, if any, incentive beyond this basic knowledge.
You are happy to participate in the change and if allowed an active supporter.
Action Steps if you are favour of the change
Act as a coach or mentor to other employees
Help to deploy the change
Help develop training or help to test new tools or systems
2] You are cautious or neutral about the change. The change is a little more personal to you. You may need incentives, definitive consequences for supporting or not supporting the change or lots of personal attention. How the change impacts you personally needs to be understood, ‘what is in it for me?’
You may need to understand how the situation will impact you personally if the change is not made.
Action Steps if you are unsure about the change.
Be patient. Acceptance doesn’t always happen instantaneously once you are aware of the reasons for change. You may need time to understand the impact on yourself and the change itself. Now is the time to keep seeking information about the changing environment and business needs. Learn the risks to the business if the change is not made. How precisely will the change impact you personally?
Voice your objections to the change and understand either why these objections can’t be satisfied, or help the implementation/change team to modify the situation to account for your objections.
You will also need to speak openly about the consequences of not changing to your superior to establish your choices.
3] You will not support the change no matter what is done. You will either openly obstruct the effort or leave the company. You may be a passive observer but behind the scenes you actively campaign against the change.
Action steps if you are opposed to the change.
If this is your decision, then you need to speak with your line manager or supervisor to understand the consequences. In reality you may be unsure about the change and just need your concerns listened to and addressed. Please give yourself this chance. Your decision may be based on unconscious factors you may not be aware of and just need handling in a slightly different way.
This may also be the time to explore other work opportunities. Finding work to fit your own personal and professional development goals is critical step for those involved a major change initiative. If your own objectives are different than those of the firm, the change to which you are opposed may well be the catalyst for you explore more meaningful work with a different organisation. What is the point on wasting your talents and energy, when they can be better deployed elsewhere – resulting in a more positive you?
Some organisations actually embrace this and support employees to exit the company in an open and constructive way. It can be dangerous to assume the worse case scenario. You may be able to negotiate a mutually acceptable exit with no bad feelings and even the firms support. This can come in the form of outplacement, golden hand shakes or garden leave to give yourself time to find another post. Remember to ask. Emotions may be running high and now is a great time to stay rational.
Tomorrow we will look how to stay sane as you go through the knowledge gathering period and how to use various methods to build new skills and behaviours. Exciting isn’t it?
If there are any topics around change at work you would like to learn more about, please ask and I consider them for a further series.
Just give me a call on 01606 76007 or contact us here if you have any questions.