You may feel vulnerable, anxious, and apprehensive when you’re notified that change is on the horizon. But you’re not defenceless. Adapting to change and taking the change management process in your stride is one of the most empowering weapons in your arsenal. As such, in this article, we will showcase the power of adaptability, overcoming instability and managing uncertainty.
Why you may encounter the change management process
It’s not a secret that many of us prefer stability in our daily routines. Consistency is something many of us yearn for, but for an organisation to evolve, some form of change is necessary. As a result, many organisations may enact change annually, bi-annually, or every five or so years.
This could entail:
- A pivot in priorities;
- A new c-suite;
- The introduction of new processes and technology;
- A new vision or corporate strategy;
- A need to downsize in times of turmoil and volatility.
But when this change is announced, one of the most critical questions is: how do you react?
When organisational change is announced, how do you react?
Change, whether it’s expected or not, can often make us catastrophise. Meaning, we expect the worst rather than seeing the opportunities, exaggerate our perspectives, and focus on the negatives. In many cases, you may not see the opportunities, especially when you’ve been made redundant. This can cloud our reactions and add to the acute circumstances we’re in.
”“...change is necessary in life to keep us moving, to keep us growing, to keep us interested,” Dr Dennis O’Grady, psychologist, professor and author.
It’s essential that we see change as normality and recognise that in all parts of our personal and professional lives, change is inevitable. However, while change is out of our hands, our reactions are what’s in our control. So, how should we react to change?
How to react to change
According to the Australian Government’s ComCare: “the pace of change in workplaces is getting faster.” Encouragingly, it’s not all doom and gloom. Many opportunities may present themselves. We all know the saying: when one door closes, another opens. So, our Converge experts have noted some ways you can react to and process change:
- Acknowledge the change and try to accept that it’s happening. This strategy will help you take a proactive approach and enable you to start the process of demonstrating adaptability.
- Accept your feelings, whether negative or not, and know it’s okay to feel anxious during times of uncertainty. If you feel comfortable doing so, consider how might feel about the change in 3-6 months, what opportunities may present and how others may be perceiving the change differently to you
- Be proactive by seeking support from loved ones, colleagues, or upper management. Contact your workplace EAP (such as Converge) for unbiased and expert support. And seek clarity and ask questions!
- Focus on things you have control over whether that is within the workplace or outside. This may be looking to focus on a work project and achieving a great outcome or your self-care and recovery outside of the workplace
- This may not be your first change process, so pull on those past experiences. Ask yourself: “How did I handle change previously? How did I overcome my tumultuous feelings? Was my reaction positive or negative? What would I have done differently?” This will also highlight where you may need extra support.
Seeking support during times of uncertainty
Support can come in many forms. You could reach out to a family member or friend to talk through your experience. Alternatively, you could lean on your manager and colleagues as they will understand and relate to your feelings. You could also approach your workplace mental health and wellbeing program. If we’re your workplace EAP, we’re here for you anytime, anywhere, with expert support. You can reach one of our counsellors by booking an appointment on our website or through the Converge App. Don’t suffer in silence; get the care you need and deserve from Converge.
