Change in Organizations

Change in Organizations
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Change in Organizations
Approaching the Team
As the manager in charge of a group of employees, the best approach would be meeting with them. In the case of drastic changes, simply talking and laying down the situation through a charismatic approach can motivate the employees to follow and accept the changes (Jabri, 2017). Once employees perceive the managers intent on working together with them to overcome any challenges, then the process of accepting changes becomes easier. Such talks may inspire the employees, thus providing time for interactions that may offer additional insight regarding the changes and the transition process.
Apart from that, goodwill to remove any barriers that may affect the implementation of the changes by employees can assist in hastening the process of acceptance (Jabri, 2017). In this case, any formal structures that may be a hindrance or managerial shortfalls should be addressed to ensure that the transition process does not affect the work processes significantly. Once employees learn to work effectively through the changes, efforts can then be put to integrate the changes fully into the organization.
Sharing personal feelings
Feelings may cause a sense of distrust with top-level management while also inciting junior employees when these parties do not agree with the changes. Therefore, mid-level managers should not share their feelings but rather act as required to implement the changes. While the communication to the employees should be empathetic to their needs, it should be done in a firm manner that reinforces management’s decisions on the changes (Jabri, 2017). Given that previous changes did not consider unfreezing to allow for adequate adjustments, such drastic changes tend to be unwanted. This may cause emotions to run high hence, oversharing personal feelings may only act to agitate the situation, making it difficult for the changes to ...