The emotional reaction to a change initiative

It’s no secret that change is hard. When it comes to people’s work lives, any kind of change can be especially daunting. Humans are naturally resistant to change and will be particularly sensitive when it impacts on their work role.

Whether it’s a new process, a different way of doing things, or a shift in responsibilities, people will react to this and need to adjust their mindset to accommodate the change.

In this lesson, we will explore how people’s mindset shifts during a change project that affects their work role. We will look at the different stages of emotion that people go through, how they are likely to react to the change project during each emotional stage and what leads to an eventual smooth transition. We will also provide tips about how to deal with these emotions during each stage to help obtain people’s buy-in for your change initiatives.

Here are the seven typical mindset shifts of people affected by a change project:

• Shock – Surprise or shock about the change event
• Denial – Disbelief looking for evidence that it isn’t happening
• Frustration – Recognition that things are different; sometimes angry
• Depression – Low mood; lacking in energy
• Experiment – Initial engagement with the new situation
• Decision – Learning how to work in the new situation; feeling more positive
• Integration – Changes integrated; a renewed individual

Shock

When people are first told about a change that will affect their work, their mindsets may shift in one of three ways. They may become resistant to the change, doubtful of its benefits, or eager to learn more and help with the transition. Each reaction is normal and to be expected, depending on the person’s individual personality and work history.

Some people may become resistant to the change because it disrupts their usual way of doing things. They may feel that the new process is not as good as the old one, or that they are not being given a voice in the decision-making process. These employees may need some extra support and communication from management to help them understand why the change is happening and how it will benefit them in the long run.

Other people may become doubtful of the change’s benefits. They may worry that their job is at risk, that they will have to learn new skills, or that the change is just a ploy by management to make their lives more difficult. These employees need clear communication about the change and its goals, as well as reassurance that their jobs are safe and that they will be given the opportunity to learn new skills.

The final group of employees may become eager to learn more about the change and help with the transition. They may see it as an opportunity to improve their skills or to take on new challenges. These employees should be given information about the change as soon as possible, and they should be encouraged to ask questions and provide feedback.

No matter which group an employee falls into, it is important to remember that change is often difficult for everyone involved. Management must be patient and understanding and should provide support to all employees during the transition period. By working together, management and employees can make the change process as smooth as possible for everyone.

Denial

In the early stages of a change project, many people will exhibit behaviours such as denial and disbelief. They may look for evidence that the change isn’t happening or that it won’t affect them. This is often a natural reaction to something that feels unfamiliar or uncertain.

For example, a team member may refuse to believe that their role is changing until they see the new job description or are given specific instructions about what they need to do. This can be frustrating for project managers, who are often trying to keep things moving forward in a fast-paced environment.

However, it’s important to remember that these reactions are usually temporary. Most people will eventually come to accept the change and start working towards implementing it. In some cases, they may even become champions of the change project! So don’t give up on them – be patient and keep communicating clearly about what is happening and why.

And finally, remember that change is hard for everyone. Even those who seem to be immediately on board with the new plan may still have doubts and concerns. Be sure to address these openly and honestly and give people time to adjust. With a little patience and communication, you can help everyone affected by the change project feel comfortable and ready to embrace the new opportunities that it presents.

Frustration

When people realize that the change is actually happening, they may feel frustration and anger. This is because they suddenly must deal with a new reality in which their work role is different than what it once was. In some cases, this can be very unsettling and make people feel anxious about the future.

It’s important to understand that these feelings are normal, and that it will take time for people to adjust to the new reality. It’s also important to be patient and understanding with employees during this process. By doing so, you can help make the transition smoother for everyone involved.

If you’re leading a change project that affects people’s work roles, it’s important to be aware of these potential reactions. Try to anticipate them and plan accordingly. This will help ensure that the change process goes as smoothly as possible.

And remember, it’s ok for people to take some time to adjust – everyone deals with change differently. Just be patient and supportive, and things will eventually fall into place.

Depression

When changes occur during a change project, it can be difficult for some people to adjust. This can lead to a low mood and lack of energy, which may cause them to become depressed.

There are several reasons why this may happen. Many people may feel overwhelmed by the amount of change that is taking place. They may feel like they can’t keep up with everything that is happening, which can lead to a feeling of helplessness.

People may feel anxious about the future. They may not know what the changes will mean for them and their job security, and this can cause a lot of stress. Many people may feel left out or ignored during the change process. They may not feel like they are a part of the team and this can lead to a feeling of isolation.

All of these factors can lead to depression and it is important to be aware of them if you are leading a change project. Look out for people who are feeling depressed and seek support from HR or other experts to help them through this transition process.

Experiment

In the early stages of a change project, people will experiment with how to best engage with the change. This can be seen in the way they communicate and collaborate with others, as well as how they try to understand and work within the new system. As they explore these new methods, it is important for leaders to encourage this experimentation and provide feedback. By doing so, people will continue to engage with the change and help to improve it.

People will also experiment with how they can best contribute to the change project. They may try new ways to work or offer new ideas. Leaders should encourage this type of experimentation as well, as it can lead to greater creativity and productivity. However, it is important to make sure that people are still following the change plan and meeting deadlines.

Experimentation is an important part of the early stages of a change project. Leaders should encourage it and provide feedback so that people can continue to engage with and improve the change.

Decision

After the change has been announced and people have had some time to process it, they will start looking for ways to learn how to work in the new situation. This can involve attending workshops or watching training videos, but it’s also important that they have a chance to ask questions and get feedback from others. By talking to their colleagues and getting input from their managers, they will start to feel more positive about the change and be better prepared to work in the new environment.

If you are looking for ways to help your team members adjust during a change implementation project, consider offering training and development opportunities. This will give them the chance to learn the new system and understand how it works. They will also be able to ask questions and get feedback from their colleagues, which will help them feel more positive about the change. For more information on how to help your team members adjust during a change, please contact us today.

Integration

As a change project nears its end, individuals often undergo changes in order to adapt and integrate into the new environment. This can be a time of great transformation for them, as they become a renewed individual.

Some common changes that people experience are becoming more flexible and adaptable, developing a new sense of purpose, and forming stronger relationships with others. These changes allow them to better cope with the uncertainties of the future and contribute more effectively to the new environment.

By understanding how people change near the end of a change project, we can help them transition more smoothly and maximize their potential in the new environment. By supporting individuals in their journey towards renewal, we create a stronger, more resilient team that is better equipped to face the challenges ahead.

Summary

People are naturally resistant to change and find it difficult to accept. Initially, they are likely to react negatively due to the fear and uncertainty about how the change will affect them.

Change management leaders need to be aware of the seven different mindset shifts that typically occur during a change project and form a plan to support people during each of these stages. By doing so, you will help people overcome the emotions of dealing with your change initiatives and obtain their buy-in to help make your change project a success.