“I am in a state of complete confusion,” he replied. “In just the last six months, we have opened a new territory, restructured my division, upgraded our computer system, and my long-time assistant has retired. I’ll be so glad when things get back to normal.”
The irony of my acquaintance’s statement, of course, is that his condition is pretty normal.
Changes in the workplace are so prevalent that they should not cause surprise. As one manager said, “We don’t have programs on overcoming resistance to change; we just assume that managing and adjusting to changes are an understood part of the job.”
Should you feel blown about by the turbulence of continuous change, look for ways to make your job easier.
If the change is legal and ethical, support it. It is not necessary for you to like the change; and it is likely that some employees will resist—no matter what. Don’t spend all of your time explaining the benefits. Everyone already knows what they are—to make things better, faster and cheaper.
Do try to remove as many “unknowns” as you can and enjoy the ride. Your team will embrace the changes more quickly and with less stress.