At any one time, management can vote to make significant change for the better of the organization. Changes at your work place can be a downsizing exercise, a decision to reinvent a product or service, a merger like the one we had here at Q-sourcing in 2017 with Servtec International Group, relocation, acquisition e.t.c.
Sadly, many of these changes result in the removal of significant numbers of employees from a company’s payroll. Whether you are among those laid off or those who remain employed, a time of change is normally a time of high stress and volatile emotions which may take a toll on your levels of productivity (if you keep your job) as well as dangerously dent your motivation to rise again if you were unfortunate to get laid off.
Here are some of the best ways to deal with this change;
Be prepared.
In today’s economy, organizational changes can happen at any time. Terms like “job security” and “revenue forecasts” are quickly becoming unreliable worse still; technology is fast replacing most labor intensive tasks so it is wise to work with change at the back of your mind. You can prepare for change by imagining how to handle the situation if you were laid off, or if others were laid off and you remained. Please understand that there is a difference between being prepared and being paranoid. It doesn’t serve you or your team mates any good if you come to work every day expecting to be fired or shut down. This can also easily affect the quality of your output. Stay positive, focus on your daily tasks but never lose sight of the fact that in life, change is the only constant.
Don’t choose quick fixes for stress
Employees who are laid off or those who remain employed but overworked due to manpower cut downs will often experience disturbances like headaches, muscle pain, nervousness, and irritability and sleep disturbances. You need to stay vigilant and avoid rapid and easy means of handling stress through alcohol, drugs, food or other “quick” coping behaviors. Instead, choose to exercise more, communicate more with friends and family even if it means just a phone call.
In the case of employers/managers; one word does the trick—COMMUNICATE!!!
Organizational leaders need to understand that the way employees react and cope with change is connected to the way they perceive that change. Managers need to get employees on board with a change strategy early enough before those workers form their own negative opinion of it. Keep in mind that very often people tend to resist change if they don’t fully understand why it is happening. It’s advisable for managers to talk openly and honestly with their workers about the changes to come with particular focus on how those changes will ultimately be a positive thing for the company and for the employees.
