The common myth is that people in the workplace don’t like change.
As Harold Wilson once said, “He who rejects change is the architect of decay. The only human institution which rejects progress is the cemetery.”
In my opinion you should not ‘sell’ change to people as a way of accelerating ‘agreement’ and implementation. ‘Selling’ change to people is not a sustainable strategy for success.
Change needs to be understood and managed in a way that people can cope effectively with it. Change can be unsettling, so the manager logically needs to be a settling influence.
There are 5 basic principles which help us understand how to deal with people and change:
- People react differently when faced with change
- Everyone has fundamental needs
- Change involves loss : loss is perceived as negative
- Expectations needs to be managed
- Fears have to be dealt with
It’s not easy – so don’t think a single book or any one individual can provide all the answers. The answers actually lie within your people within your organisation – you need to work hard to hunt them out, but once you do you’ll reap the rewards.