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Encouraging Each Other

Change to Succeed!

Organizational change is one of the quintessential aspects of an organization’s journey towards development and success. The extent of change and its implementation defines the thrust in numbers the company will witness. However, change comes in proximity to the human workforce and has a very close relation with human attitudes towards it. It is highly important to get to know how the human labor will react to the organizational change in order to have a smooth and efficient implementation of various processes, systems and controls. It is also important in determining the kind and magnitude of resistance the company will be facing while implementing the change management processes.

Below are the forms of employee reactions that can incur during organizational change –

  1. Acknowledgement and acceptance

Acknowledging the change and accepting that it is happening depends on the perception of the employees and can vary with time to time. Accepting the change is one of the crucial factors that drive the organizational change in an organization. If an employee thinks that the change is going to benefit him in any sort, he is likely to accept the change. However, if he is unsure about it, the company is more prone to facing resistance from the employees.

  1. Resistance

Resistance is not likely to infringe on the process of change every time. It arises as a result of insecurities and doubts that clouds the employee’s minds regarding the change. Employees are more likely to resist the change when they believe that they will face certain sort of harm as a result of change occurring in the organization be it financially, personally, in work cultures or in the position of the employee. Lack of interest in work also motivates the workforce to resist the changes going on around the floor. Moreover, humans are more prone to getting used to their daily routine and find themselves comfortable in it. This is another possible reason why the company might face resistance in implementing he change management processes.

  1. Detachment

Any change in the organization is either accepted or resisted by the workforce. However, there are times when the company fails to bring out any kind of reaction from the workforce through the change processes. This happens because of the thinking processes of the employees who either think that they will not be affected by the change or fails to understand the impact the change created in the organization. As a result of this, they stay aloof of the change processes and are likely to remain detached from it.

  1. Forcing change on the employees

Any force greater than the other is likely to overtake it. The same happens here as well. If the force of change is greater than the force of resistance exhibited by the workforce, change is likely to overtake it and the employees are then bound to accept the change. It is important for the employees to adapt to this change and work in a manner to procure balance in the organization. Any sort of imbalance in the company is bound to create chaos and havoc of the controls and systems implemented during the change. Adequate steps and processes should be taken here to manage individuals as well as groups to motivate them to keep the approaches neutral and balanced.

Team Faber has been helping clients across industries and geographies in the change management journey. We have delivered some really great results. To know more about the offerings contact us: consulting@faberinfinite.com

Written & Compiled by Faber Kishlay & Faber Mayuri

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