People come from two main reaction camps when experiencing change either it’s all bad camp or it’s all good camp. The bad camp is all doom and gloom doesn’t like change is fearful of it and wants things to stay the same. The all good camp love the excitement and being in a changing company or role. The trouble is which camp we are in depends mainly if we think the change is good for us
1. To be as specific, as you possibly can given the circumstances. If you just don’t know say so
2. Explaining why change is necessary, what is driving the change to save money, to change the business, to develop new products
3. Allowing those affected by change to have a say about what they feel about it and what concerns they have , let them have time to express this
4. Don’t use a personal appeal to gain acceptance of a change, this may be seen as manipulative
5. Have due regard for a work group’s habit patterns and take these into account
6. Keep employees informed as to what’s happening. Often there is a flurry of information at the beginning and then nothing
7. Allay employees worries about possible failure of the change
8. Avoid creating excessive work pressure during a change, keep an eye or how people are doing
9. Deal with anxiety over job security, honestly and in a manner that treats people as adults
10. Explain that this change helps everyone in the long term, doing nothing is the worst type of change
Swindon Business specialist Peter Mayes is urging local companies to stamp out petty rivalries in management teams which could put their organisations at risk.
Peter, who runs his own management and coaching consultancy in West Swindon said: “This behaviour is never appropriate, but in the current state of the economy it is downright dangerous.
“If key staff are more concerned about keeping ahead of their colleagues rather than the competition, the survival of the company could be in jeopardy.
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