Make sure you understand the business reasons for the change. “If the company is not doing something you feel proud of, you need to go to your contingency plan,” he says.

Yet, for your team, a reorganization may involve a reset as much as a new direction. This caught me off guard too. In some cases it is already too late—the internal change should have started much sooner.

The heat is on, and you are eager to put “points on the board.” Yet, for your team, a reorganization may involve a reset as much as a new direction. He rebuilt his 200-person group, propelled key actions, coached his staff on changing mindsets, and settled on some challenging personnel decisions. When external marketplace changes become apparent inside the organization, managers suddenly realize the risks of not changing. Organizations of all types — in both public and private sectors —restructure more frequently as they seek to be more agile. “Reach out,” Spreitzer says.

Then, determine together what you need to continue, stop, or start to deliver.

“I decided I was going to give it a chance. Why Has Employee Engagement Improved During the Pandemic? For the best experience on our site, be sure to turn on Javascript in your browser. “Express sorrow that you’ll no longer be working together.” Whether you call, email, or drop by their house with a bottle of wine depends on how close you are to them, she adds.

New eBook: Why Building Change Capability Is a Smart Investment. That way, he “knows he can count on you—and that you’re not just being a good soldier.” Then follow up with actions that demonstrate your support. 2) What should your redesigned organisation look like? “I started to look for a new job and even had some telephone interviews.”. Spreitzer recommends seeking ways to “help the organization become more resilient” during the transition. All rights reserved. If you’re a manager, this is even more critical. For the old way of doing things, compensation may actually decrease as the value of that work to the organization goes down. Is my new role something I am equally … If your objections are valid, chances are good they will come to light and be resolved. I understood the roadmap better, and I developed a stronger sense of where developers should be spending their time.”. She buffered her direct reports from the “politics and commotion” related to the merger by reminding them that their work had meaning. How will the change impact me? ”Remind people why they are there in the first place,” Coyne says. This is where you share the larger opportunity or need the team is being asked to address. By taking the time to uncover what is happening on the ground now and affirming explicitly what you want to continue, stop, or start anew, you can dramatically reduce the reset effect. Organizations do not always share financial information or talk about poor performance issues with employees. “Then ask yourself some hard questions, such as, ‘Once I get beyond the temporary pain of this, will I still be proud of what this company stands for? For their part, team members can help new leaders by highlighting work they can leverage. As satisfying as it is to generate your own ideas, you and your team will get to results most quickly by tapping into efforts already underway wherever possible. In some cases, choices you make may have negative outcomes. 10 Questions Employees Will Have About Any Change, A Senior Change Advisor's Approach to Managing Resistance to Change. In one company in which my colleagues and I ran a two-hour session like this, the new leader reported that it was more valuable than 30 days of orientation! Look for purpose In addition to offering momentary mood-lifters, you can also work to boost long-term morale among your co-workers by focusing on your shared mission. These external marketplace changes can result in: External business drivers take time to set in. The uncertainty continued for another six months until a VP from the company’s Virginia headquarters showed up unexpectedly at his office one day to announce strategic changes.

“Help them see the nobility and purpose of their jobs of their jobs” and convey to them that “they are part of something they can be proud of.” Whenever you feel yourself struggling, Spreitzer suggests “looking for the little rays of light in your workday that give you meaning,” whether they are helping a colleague or interacting with a customer. With major changes, you may be doing new work, using new tools, or reporting to a new manager.

“After learning what the new game is, you must try to picture what your new job will look like in six to 12 months,” he says. ... the employee must first decide whether they commit to the goals and then think about their role in achieving those goals. Each answer is more powerful and effective when supervisors combine the basic answer with company-specific information and data as it relates to the change—essentially customizing the answer for their organization. “I changed our priorities as I learned more about the business. Transitioning to the New Reality: 3 Areas That Demand Leadership Focus. What steps should you take to protect your job?

This skeptical reaction is, unfortunately, often well-deserved because reorganization is frequently the result of an organizational design process that started and ended with an organizational chart, not thoughtful leadership. Even if your charter is to radically change course, chances are there is much that you can repurpose or redirect.

How do you get them mobilized and into action as quickly as possible? What can I do to help?’” Showing compassion is not only kind it’s also a smart career move, according to Coyne. 10. And how do you know when it’s time to move on? Benefits might include better tools, improved work processes, more secure jobs, and new opportunities for you to advance your career. In most cases a company will change, even in the face of resistance from employees and especially if financial success is at stake. 4.

If my position is eliminated, will I receive a severance package? “The goal is to create fun and reduce the seriousness of the situation.”. Manage your stress In the midst of change and uncertainty, “you need to look for things that help you manage your stress,” says Spreitzer. There is often a lot of confusion and uncertainty, and if colleagues were laid off, people might also be sad or angry. At about the same time these efforts were beginning to reveal positive outcomes, a new governor was named. A while ago, I was counseling a senior executive of a government bureau who was two years into shaping his agency to be more customer and results-centered. “Keep the periscope up,” says Spreitzer. Think about your skills and expertise in addition to your professional passions. For the best experience on our site, be sure to turn on Javascript in your browser.

When I coach senior management teams, I begin with two questions: "What do you currently do that already supports the change?" © 2018 PwC. Managing and supporting front-line employees through change is essential for the success of your project. 1) What are the business drivers behind your restructuring requirements?