Disclaimer: The views and opinions expressed by the author(s) do not represent the official position of Barbados TODAY.
By Dylan Downes
The pace of change is accelerating, and as employers, we cannot afford to fall behind. Our economy is changing, and there is competition everywhere. What is causing this? Increased technological capabilities, the information age, and the country’s pressing need for macroeconomic stability have inevitably created an environment conducive to change. As a result, products evolve, technology advances at a rapid pace, customer habits shift, employee awareness increases significantly, stakeholders’ needs shift, vendors shift, and mergers occur. Therefore, numerous businesses and organizations that have operated in the same way for decades have been impacted by change, particularly in the last three years.
Without a change-aware and change-ready organization, implementing a successful and seamless change plan is time consuming and laborious. Stagnant organizations risk being left behind or forgotten. Undoubtedly, they will lose their competitive edge and be unable to meet the growing needs of their loyal customer base. This has happened to numerous businesses throughout the world, where their failure to respond to rapid changes and subsequent market shifts resulted in their demise.
How to effectively implement change in your organization
Oftentimes, when a change is implemented and fails, it is due to unspoken expectations by the employer. If your employees believe they work in a stable and comfortable environment where they will always sit at the same desk, next to the same co-workers, and report to the same manager, they may feel surprised and betrayed when the reporting structure is changed. Therefore, to facilitate this transition and how your employees react, consider implementing strategies such as frequently communicating that your company must be dynamic and constantly evolving in order to respond to market changes. If employees receive this message when they are hired and it is reinforced frequently during staff meetings and other company communications, you can train your team members’ mindsets to avoid ever settling into a state of complacency.
What impact change might have on your organization?
When an organization undergoes change, each employee will consider, “How will this affect me? Will I lose my job? Am I going to get a new boss? Will my responsibilities be the same?” Once a significant change occurs in the workplace, productivity naturally declines as employees react to and adapt to the new paradigm, environment, organizational structure, or management team. Your first message should not be, “Here is what is happening, and here is how you should respond.” This strategy will only foster resistance. Rather than that, consider the change through the eyes of each individual and allow sufficient time for them to process
their reactions. Taking the stance of, “Here is what is happening, and we understand
you will have questions. Let us discuss them,” allows for the employees to feel involved in the process and for you to gain valuable
feedback.
When it comes to change management, there is no one-size-fits-all solution and no predictable timeline for when everyone will fully embrace the change. Each employee will move at his or her own pace through “the change cycle,” which begins with feelings of loss and progresses through doubt, discomfort, discovery, and finally integration. After you announce a significant organizational change, anticipate that some employees will complete the cycle in a matter of hours while others will take longer. Reality is much more complicated and unpredictable, and any attempt to shorten the cycle will result in disaster and a loss of productivity.
Employers must accept the reality that not all employees will agree to the change. After providing updates on the change, allowing employees sufficient time to process their reactions, and offering idlers personal assistance or training, if you continue to encounter resistance or negativity, it’s time to have a different kind of conversation. Never be afraid to be direct and professional in communicating your future expectations. Employers who allow negative attitudes from employees to take root and flourish will influence other employees. This type of resistance is common during times of management change, as leaders have varying management styles and employees may not be receptive to them. After a reasonable predetermined time has passed and an employee continues to exhibit negative and disruptive behaviours, in addition to poor performance, the company may have to initiate progressive discipline in accordance with the Employment Rights Act 2012-9 and terminate these employees. This may seem harsh, but the reality is that you cannot continue to have these negative individuals in the workplace, and not everyone is a good fit for the Company’s new vision and mission, especially if it involves a lack of willingness to perform.
As an employer, your best course of action is to foster an environment that values change. Respect each person’s right to their own reactions, communicate the change with authenticity and empathy (as needed), and allow each person a reasonable amount of time to work through the change cycle at their own pace.
I do like to leave you with a quote that I have used in numerous change management training sessions and with my staff during any type of organizational change. “A bend in the road is not the end of the road… Unless you fail to make the turn.” – Helen Keller
Dylan Downes is a human resources manager.
