{"id":6629,"date":"2018-10-19T03:00:00","date_gmt":"2018-10-19T10:00:00","guid":{"rendered":"https:\/\/www.pinnaclehrs.com\/how-to-deal-with-organizational-change-2\/"},"modified":"2019-06-25T12:36:14","modified_gmt":"2019-06-25T19:36:14","slug":"how-to-deal-with-organizational-change-2","status":"publish","type":"post","link":"https:\/\/www.pinnaclehrs.com\/how-to-deal-with-organizational-change-2\/","title":{"rendered":"How to Deal with Organizational Change"},"content":{"rendered":"

Whether it’s a new sales process, revised PTO policy, different employee benefits plan, corporate restructure, or simply a new website, to the average employee it all means the same thing: Change.<\/span><\/p>\n

And change scares the crap out of a lot of people.<\/p>\n<\/p>\n

Why so scary?<\/h3>\n

All change means is that the way you’re doing things today isn’t the way you’ll be doing them tomorrow. No big deal, right?<\/p>\n

Wrong.<\/p>\n

This simple idea can be terrifying to employees and leadership alike. And the longer your processes have been in place, the harder it will be to get everyone onboard. Even if your plan is going to make things infinitely better for everyone in the long run, you’ll still run into plenty of folks who just want things to stay exactly the same. “Free espresso all day? Bah! I prefer my daily 9:06 coffee break. Even if I have to walk three blocks and pay five dollars.”<\/p>\n

So what should<\/em> you do if change is in the air at your company? How can you get people to be more amenable and less cantankerous?<\/p>\n

Evaluate it<\/h3>\n

Spend some time examining your current structure and what changes will need to be made to support the new model. The more detailed you are in this process, the better. Choose several key people to weigh in so that you get a full perspective of what the needs are in various departments and areas.  <\/p>\n

Create an action plan and select individuals who are both knowledgeable and enthusiastic to be in charge of each step of the process, not just for accountability purposes but also to be goodwill ambassadors. If Grumpy Gary is in charge of training everyone on the new database, it might not go so well. Friendly Florence? Now that’s more like it.<\/p>\n

Anticipate it<\/h3>\n

Recognize that people are going to react to change differently. Much differently. In fact, Friendly Flo could turn into an Angry Annie in an instant. You just never know. Be prepared to encounter any and all of the following:<\/p>\n