Let’s face it, we could probably do with guidance on how to deal with change in our personal lives too! Essentially, whether it’s at home or at work, change is tough and our emotional experience of it is pretty much the same regardless of the situation.
Yes, change is important for us to progress, both personally and for the human race in general. It can bring fresh possibilities, hope and macro-level benefits, but it’s hard to see that when you’re mired in the practical consequences of transition.
Consultant William Bridges explains that change is the practical activities and stages, whilst transition is more of a psychological process of letting go of the old and embracing the new. The practical steps of change are generally much easier to cope with. It’s the emotional burden, worry, and anticipation that really burns. This is why long transformations or emergent change can take such a toll on an organisation, if not managed correctly. We get change fatigue, and our brains shut off further communications – it’s just too much!
I talk a lot about how businesses can do right by their people and manage change effectively, but today I want to focus on living through change as an employee.
How can you manage your energy and options in uncertain times?
A while back, having advised and led change projects for a number of years, I found myself on the receiving end of unexpected organisational news. I was struck by how shocked and empty I felt – as somebody who knew the best practice and had plenty of experience in the best ways of working through change. I realised that, no matter how equipped you are to cope, change is usually still shocking and difficult. I’ve spent many years speaking to employees about coping strategies, and I want to cover some of them here.
Give yourself time
Elisabeth Kubler-Ross’s change curve is a useful way to think about the human reaction to change. Essentially, it shows that emotions fluctuate up and down the positivity scale, and humans pass through many emotions – including shock, blame, depression and then finally acceptance and positive action. What’s interesting about this curve is that it applies on some level to pretty much any change – whether that’s the death of a loved one, or being made redundant from your job.
Each experience of change is unique in the sense that the context and impact will be different, but most human beings will respond in broadly the same ways. The points to take away from this:
Give yourself time and don’t expect yourself to bounce back right away. It’s natural to want to ‘grieve’ the loss of the old, whatever form that may take, before you’re ready to embrace the future.
Realise that your emotions may fluctuate up and down. This is normal, and is all part of the transition process. To understand all is to forgive all, as they say!
Lean on your network
Other people can offer a key support line at times of change. Whether that is friends and family, or trusted colleagues and bosses, try to keep your lines of communication open and talk about how you are feeling. When companies manage change well, they will offer you lines of communication where you can search out information, feedback or updates. If they don’t, keep an open line of communication with your manager. You can make it clear that, even if they can’t tell you specifics, any indications on direction of travel will be appreciated.
Try to stay motivated
When change is nigh, the most common effect I see is a stasis. Unsure of what the future holds, people don’t want to take any major actions or decisions. The result of a lack of productivity and a general feeling of malaise. Even if it’s not possible to take action in the sphere of change, moving other parts of your life forwards can counteract the negative feelings. If you’re facing a bit of uncertainty at work, try to keep things interesting in your personal life, to challenge yourself and feel like you’re moving forwards. You might take on a hobby or start an exercise class – something to help you feel you’re making progress until the stasis at work has ended.
Look for the positives
You’ve just been hit with news of a huge change – maybe that manager you loved is leaving. Maybe your role is being evolved and you’ll need to retrain – or maybe you’re losing it entirely. When these things happen, your brain begins to generate a huge number of questions and concerns. Before you get a chance to dive in, it’s worth trying to take a step back and think ahead 6 months in the future.
How might this change actually make your life better? What might happen that is actually a positive?
Hope is a very helpful motivator and might give you a push to keep going as you make the transition. Ideally, for a large change your company will also offer you a vision statement explaining what the future might look like – and this can also be a helpful way of thinking beyond the immediate turmoil. You’ll have a ton of questions, which need to be answered, but try not to immediately assume the worst – keep an open mind.
Avoid hasty reactions
When we’re absorbing news of a big change, sometimes our reactions can be a little less restrained than we’d hope! It’s important to let off steam and talk through feelings, but probably better not to be shouting at management in the office! Try to remain composed and give yourself the space to release emotions if you need to away from the office, so that you can have calm and constructive conversations with management. It’s not always easy. Early on in my career, after receiving some particularly bad news at work, I cried for about an hour in a meeting room. Safe to say I have learned a lot since then!
Try to remember that, at the end of the day, change is needed to help us move forwards as professionals and as people. It’s a reminder to enjoy what we have at the time, but also to be open to the possibilities the future may bring.
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