Understanding Phases Employees Go Through With Change Management

In today’s economic scenario change is like a second nature to most organizations. The evolving dynamics of the global market have forced organizations to change and that too at rapid intervals. However change is not exactly a popular term with employees who often associate with myriad hassles. In this context it is prudent for us to understand the phases through which employees go through while a change is implemented, in order to negotiate their grievances in proper perspective.

* Initial equilibrium phase – The initial point, this is a phase is when top management is starting the planning the change. From an employee’s point of view, everything is good and he can see future prospects and career advancements in the coming future.

* Separation phase – In this phase of change, employees are generally oblivious to the change, because of many reasons like not understanding the need for a change or simply deciding to work in the old fashion only. Employees continue to work like they were working before and try to solve problems with earlier methods only but with more efficiency or hard work.

Many times their old methods would not work which would lead to frustration, increased stress, hyper-activity, incomprehension, lower motivation, and gloomy work environment among others. Employee’s inability to solve problems would lead to them resorting in job searches or opting for other roles in the organization.

* Crisis/confusion Phase – This phase comes with the urgency and realization of the change. Employees react with confusion towards the change. The common behavioral changes witnessed in employees in this phase are doubt in the change, questions regarding the change, anxiety towards the change, anger and shock among others. Many times the feeling of loneliness and incompetence are faced by an employee because of the facts that his skills may become obsolete. Common problems relate to an employee’s inability to focus on the right path.

This phase is generally ended with the realization of the inevitable need for learning new skills or accepting new principles of change.

* Rebirth Phase – This phase starts with a renewed feeling, the person feels a new jest for life. People in this phase are well aware of their ability and are aware that everything they do will not always work but they are convinced that with time and hard work, their newly acquired skill will see them through. In this phase people are usually seen to be impatient for progress and achievements.

* New equilibrium – This phase starts with the person becoming increasingly comfortable in his new environment and feeling a control over his future. This phase completes the transition of a person through a change.

These guidelines can be used to have a proper understanding of a person in context of a change and evolve the required strategies to reassure the workforce.