Workplace changes like hybrid work and artificial intelligence often cause employee destabilization due to rapid shifts that may be hard to accept. Leaders should avoid assuming immediate acceptance of changes and instead focus on helping employees regain control by granting them agency. This can involve letting employees prioritize tasks, select tools, or participate in decisions, tailored through attentive communication.
The article identifies typical emotional reactions to change including shock, honeymoon enthusiasm, provisional acceptance, grief, frustration, and eventual approval. Leaders must respond empathetically to these diverse stages by acknowledging fears, regularly engaging with employees, and supporting gradual adaptation. This helps prevent alienation or prolonged resistance that diminishes productivity.
Ultimately, by providing employees with meaningful involvement and support through change, leaders foster quicker acceptance and sustained morale. Though such approaches might seem to slow initial implementation, they reduce long-term disruptions and encourage employees to become proactive change agents within organizations.
👉 Pročitaj original: MIT Sloan Management Review
