6. Staff issues

Pace of change too rapid

It takes time for people to learn a new way of doing things. Eventually staff become confident with a new process. But if changes are introduced one after another, then this leads to a number of problems such as lower productivity, lower morale, lower quality, slower response, staff turnover and so on. None of these are positive.

Example: A typical situation is when a department keeps getting a new manager every few months. As soon as staff are using one manager's new ideas, another one comes along.

Example: Another situation is when external authorities impose changes too rapidly. For example a large company buys a smaller one and tries to integrate it too rapidly, possibly resulting in their best people leaving, along with all their skills and the remaining staff feeling de-moralised and over-worked as they have to cope with the same work load as before.

Change of location

People have a work-life balance and so if a company decides to re-locate, this can have a huge impact on their employees. For some, it may be a good thing, as the new premises are closer to home so reducing their commute and travelling costs. Others end up further away and so have even longer commute times and higher costs. If these are so high, then they may even have to consider moving house or leave the company.

As these changes are so significant, the process should give as much notice as possible for everyone. Often a change in premises is known months or years in advance and so gives people time to make plans.

 

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Click on this link: Issues that change management deals with