In any work environment, change can happen in many different areas such as company growth, new technology, changes in personnel, advances in technology and department reorganization. When people have difficulty adapting to change, it can lead to tension and conflict. Those in leadership roles may have to navigate not only their own ability to adapt to change but the impact change may have on their team. What do leaders need to know about managing change and conflict?
Free Consultation for Workplace ConflictReasons People May Resist Change
What makes it so difficult for people to adjust to changing technology, changing job duties, changing leaders or any other type of work-related change? Often difficulty dealing with change is related to fear. Employees may have questions going through their minds such as:
- Am I going to lose my job?
- Am I going to be expected to take on more responsibilities?
- What is the new manager like and will I like him/her?
- Am I going to be able to catch onto new technology?
While some people don’t have a lot of trouble dealing with change, a lot of people do. The more anxiety employees experience when faced with change, the more likely they might take it out on their coworkers.
For most workers, it’s comfortable when work is somewhat predictable. When people no longer know what to expect, they may experience a range of emotions from shock to fear to anger to sadness. Overwhelming emotions can cause staff to become less productive. There may be gossip, frequent complaining and drop in morale. Staff members may start to look for new positions.
Communicate Clearly
When your team is faced with change, it’s important to communicate clearly and with transparency. Explain why changes are happening and how they may benefit the organization. Don’t assume your employees already know what’s going on. Answer questions and concerns to the best of your ability, and if questions are asked that you can’t answer, let your staff know that you’ll try to find out for them. Have empathy for those that are experiencing turbulent emotions and make yourself available to listen to concerns.
Self-Awareness
Get in touch with your own feelings about change, particularly unexpected or unwelcome change. Keep in mind that any tension or negativity you’re feeling is likely to have an impact on the reactions of others in your department. Work on accepting whatever is ahead and projecting a positive attitude.
Managing Conflict
Feelings of uncertainty and being out of control can trigger conflict among employees. In some cases, employees may be able to work through conflict triggered by the uncertainty surrounding upcoming change, but if disputes are intensifying and getting worse instead of better, you may have to intervene.
Meet with those in conflict and get to the root of what’s causing the dispute. When change is on the horizon, conflicts may happen because of resistance to change especially if the change is tied to a shortage of resources. This can lead to a sense of having to compete over resources and can trigger miscommunication and misunderstanding
Leaders must be supportive and understanding when employees are feeling confused, frightened or overwhelmed. When meeting with staff members who have turned on each other, brainstorm solutions that those in conflict can both live with.
Team Motivation
In times of stress and change, employees look to leaders to help them make sense of what’s ahead. Leaders need to continue to project a positive attitude and motivate the team that the challenging times are temporary and that better days are ahead. Clear explanations and a positive attitude can help lower stress levels and boost morale.
If team members continue to have difficulty accepting and working through stress and change, help from a third party may be needed. Reach out to Pollack Peacebuilding Systems to learn how to rebuild mutual trust through coaching, training and conflict resolution services.
