changes trigger of fear
The ever-growing need for more productivity leads to constant change in many organizations. This affects processes, structures and, above all, technologies.This often leads to fears and sometimes even anger among employees. Some wonder if they can cope with the newly introduced technology. Some fear that organisational change will make them redundant. Some are annoyed by the new processes and technical changes that “slow things down” and “make things too complicated” because they do not have the overall picture in mind.
fear can block and delay projects and significantly increase costs
Fear can lead to a project such as a new CRM or ERP System being rigorously rejected and thus structural changes are seriously blocked. Employees refuse to work with the new System and continue to use the old System when it is still accessible. Some employees even complain to the Union. All this can be thousands, if not millions of euros.
human behavior as a key to success
The Problem here is not necessarily the change itself,but rather the human behavior of the change. Technology providers and project groups often underestimate how complex human behavior is. It is assumed that employees can easily integrate into the new situation and adapt to it, or that they openly address and discuss problems. Unfortunately, this is rarely the case.
what to do
It is part of human nature to want to protect themselves. It is precisely in this day and age that people are more concerned about not losing their jobs. No one wants to be incompetent and everyone wants to be seen as a “Team Player”, which prevents them from openly criticizing things.
If problems are to be reported to the respective Manager, it is completely over. Finally, discussions or criticism of the changes could have a negative effect on the image that the supervisor has of one.
For many project managers and executives, this is a surprising finding. Worse still, they usually only find out much later that the changes have been or are being blocked. This means that many project sections have to be repeated, sometimes even several times, which in turn leads to enormous costs and exceeds the Budget.
All this can be avoided through targeted project consulting and Coaching. The Coach deals with the Fears and Concerns of the employees, presents Alternatives for dealing with the change and working with employees in a way that leads to its successful implementation. The Coach should have experience in the field of “organisational change” and” behavioural change ” as well as be familiar with processes, structures and job descriptions.
It often helps if the Coach shows that he / she has already worked in a similar Position to the employee. If the Coach is external and the Management gives permission to work anonymously and confidentially with the employees, the fear of the employees to discuss management decisions openly can often be completely overcome. This can be achieved, for example, with 360-degree Feedback (more about this in one of the next Blog articles).
It is extremely important that the Coach treated the employees ‘ concerns confidentially, and results as summarized Feedback of the whole team and not Individual opinions. Even with more personal problems, an experienced Coach manages to convey these to the Manager in such a way that the basis of trust is not broken.
So you can use an experienced coach Acceptance problems can be solved efficiently and quickly, which saves the company a lot of time and money.
Jens Moeller Consulting Ltd.
Phone: +49 69 / 5050 27422
Email: [email protected]/jm_old
Address: Schumannstr. 27, 60325 Frankfurt
Registered Office: 2nd Floor, 145157 St John Street, London, EC1V 4PY, UK