Change is not only a natural occurrence in the workplace but in life in general. Typically, ulterior motives drive change to make the organization better.
Our team took votes on our top 5 reasons to change.
5. External crisis causes structural changes to the industry.
4. To save money.
3. To gain efficiencies.
2. Pivot to new value streams.
1. Long term viability.
Employees around the world are reporting that big organizational changes are affecting their jobs. From leadership transitions and restructurings, to mergers and acquisitions, to regulatory changes, there seems to be constant unrest in the workforce. But according to one survey of more than half a million U.S. employees, almost one-third don’t understand why these changes are happening.
This can be detrimental for any company trying to implement change. When employees don’t understand why changes are happening, it can be a barrier to driving ownership and commitment and can even result in resistance or push back. And employees’ resistance to change is a leading factor for why so many change transformations fail.
Executives and those responsible for leading change cannot assume that employees understand the reasoning behind them. You must spend time explaining the changes and why they are important. Based on my experience supporting organizational change initiatives, there are four key aspects to helping employees understand change, to drive commitment, and to ultimately contribute to your success.
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