Supervisors rarely welcome change, especially when it takes them by surprise. The stress of undergoing abrupt shifts in direction can sap your strength and leave you feeling adrift.
Change happens in every organization. Prepare for it and you will minimize the stress that so often accompanies it.
Maintain a network of contacts in every department who keep you informed of scuttlebutt. Let people vent to you about their concerns. Earn their trust by never revealing a secret.
The first step is to listen. Listen with an open, inquisitive mind. Don't interrupt when colleagues share their observations, predictions and worries about change. Avoid rushing to judgment. Telling them “Let's not even speculate about that!” or “I can't believe you can even think that!” will leave you out of the loop, because they will confide in someone else.- Information is out there. Look for opportunities to expand your relationships with higher-ups. When you run into them in the hallway, engage in small talk and segue gracefully to more substantive topics like the current challenges that your organization faces. Remember: Your boss may not have all the answers. You never want to rely on just one person to give you a heads-up of impending change.
It's True! Preserving a sense of teamwork is particularly hard during change campaigns. Everyone is distracted and preoccupied with how the change will affect the workplace. By sharing information openly and allotting plenty of time for team discussion, you can strengthen team cohesion when it's most at risk of collapsing.
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Tip Work with your bosses to answer the question, “Why is this change necessary?” from the employees' perspective. Once you and your bosses agree on a concise answer, get their approval to relay that answer on to your staff. That way, everyone will understand the core rationale for the change.
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