Being a Positive Part of Organizational Change (Part 2)

Being a Positive Part of Organizational Change (Part 2)

We all know how hard it can be to be part of a change effort at work. Even when we believe the proposed change is desirable, we may feel uncertain and suspicious. Most of us do not immediately think in terms of the “greater good” for our organizations such as a streamlined corporation with fewer staff, reduced benefits, or a better bottom line for stockholders. As soon as change is suggested, our thoughts go to, “What does it mean for me personally?”

The first thing that happens after a change effort is announced is that the rumor mill goes crazy. It is hard, if not impossible, to initially sort out fact from fiction. Work productivity suffers. Depending on the proposed magnitude of the change, some colleagues may decide to leave which cab make you feel even more insecure.

If you desire to stay employed with your current organization, don’t do anything foolish, and certainly don’t burn any bridges. The following are 6 behaviors to avoid when your organization or department is undergoing change:

1. Do not engage in or be the source of gossip. Assume that the communication you receive from your boss or the leadership is accurate and honest until proven differently.

2. Don’t argue with co-workers about the proposed change or cause unnecessary conflict. Don’t try to actively promote a negative attitude in others.

3. Be respectful when discussing the change with your immediate supervisor or management. Ask appropriate questions and ask them appropriately. Give honest feedback if asked.

4. Don’t slack off. Don’t start taking sick days or come in late or leave early. You are still being paid to do a job.

5. Don’t be passive aggressive or try to sabotage or undermine the change effort.

6. Don’t make threats about leaving. Give the change a chance. You may find, in the long run, that the change was as good for you as it was for the organization.

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