Chaos After Change: What Leaders Must Do

Ready or not! Change is inevitable in any organization, but when new changes are not well-received by employees, it can cause problems in the workplace. In extreme cases, it will create a toxic work environment where people are conflicted  

Depending on the situation, some employees may worry about coming into work and may start looking for new jobs. Others may want to stay but feel uneasy about the changes.  How can a company move forward when employees are resisting changes.

There is a problem

The first step is recognizing there is a resistance to change. Leadership and management have to recognize that the current change is having a negative impact on the organization and its employees. Ignoring or dismissing their feelings will only create a problem and reinforce the ideas that leadership is out of touch.

A company-wide meeting or survey to gather feedback from employees is a great start. It allows employees to express their concerns and offer solutions.

Communicate

Lack of communication is bad for business. When employees don’t feel informed about the reasons behind changes, they will jump to conclusions and create their own narratives. Leadership should focus on being transparent about why the changes were made and the challenges the company is facing.

Open and frequent communication allows employees to feel included in the decision-making process, even if the final decision is not one they would have made.

Provide Support

One of the biggest reasons employees might feel resistant to change is the stress levels that comes with increased workloads and the lack of direction. Offering emotional and practical support can make a difference.

• Providing access to counseling or mental wellness programs can help employees manage stress and anxiety during difficult times.
• Flexible work hours if possible. These options can reduce the physical and emotional toll on employees who are feeling overwhelmed.
• Bringing in temporary staff to reduce workload can help ease burdens and prevent employee burnout.

Acknowledge there is a problem, communicate with employees and provide support. If your company is struggling with the aftermath of change, it’s not too late to act. Take steps today to address concerns and rebuild a workplace where everyone feels valued and safe.