By Louise Bauer Davoli
For most people, any kind of change is uncomfortable including changes in the workplace. When addressing changes in the work setting, it's important to attend to the range of emotional responses from staff as well as tackle the push back.
Change is constant in the workplace. As employees we often resist change for a variety of reasons ranging from intellectual disagreement over the facts presented, to how the change is implemented, to deep-seated psychological prejudices. Taking a step back, as human beings we are looking for stability and balance and will actively resist any change if we sense that change is a threat to our equilibrium. For some people resisting change includes a multitude of reasons.
Adding to the complexity of change is the fact that sometimes the stated reason for our resistance to change hides the real, more deeply personal reason. All of us dealing with change in a work setting will need to recognize that the people around us as well as ourselves are working through a psychological change process as we make the transition to either embrace or reject the change. You can control how you handle and adapt to changes in the workplace. Reacting poorly and delaying the acceptance process can have a harmful impact on you, as well as those people around you such as friends and family members, and the company that employs you.
Resisting Change in the Workplace:
-Belief the change is another fad
-Fellow workers/manager are
incompetent
-Loss of control
-Lack of confidence in ability to
learn new skills
When you are faced with a changing situation understand that you may experience a range of emotions beginning with denial. Strong feelings fear, anger, helplessness and frustration may also surface. Honor your feelings and reactions when they arise by letting them run their course. If you experience fear, stay with the fear until it subsides, not trying to change it or stuff it or ignore it. You may want to have an internal conversation with yourself or someone who is supportive. During the conversation ask yourself what seems to be the concern and respond with an internal compassionate voice that gently encourages you to try this new situation.
Ultimately as employees and individuals, we are responsible for either accepting the change with feelings of resignation and complacency or with renewed enthusiasm to make the most of the changes. Be on the look out for yours or others who get "stuck". Offer support and create space for people to work through their process of adjusting to change.
Staying in Step with Change:
-Stay informed
-Be proactive
-Share information
-Be
a change agent
We humans are driven into action by the pain or
pleasure principle. If we see change as
an opportunity that can produce pleasurable results we will seek it out. If we view change as a painful experience, we
will resist it. The choices and the
consequences are entirely up to you.
