Organizational Changes....Now what?

Companies have been forced to make major changes in order to survive, and employees are resisting these changes. When organizational decisions become more centralized, there tends to be some resistance from employees. Organizations go through major changes, and employees tend to resist as they are unsure of the change, concerned about their jobs, and worried how the changes will affect them. These negative feelings regarding the changes to be implemented could impact the business, and the positives that should come from the change are not seen. Organizations must approach change with the whole organization in mind.

Today, organizations must change or die (Robbins & Judge, 2007). If organizations stay the same with the new technology, political, regulation, and product changes, the organization will eventually be outside the marketplace. Change is essential. But, we must to adjust the organization by providing training, creating new policies and procedures, and communicating these to employees early in the change process. Technology changes so fast that once we update the computer system, a new and improved model is already on its way. If employees do not learn a newly implemented computer system, they will be left behind. In essence, employees are forced to learn new computer skills or risk becoming obsolete.

The changes are intentional to improve the organization, so employees must adapt to the changes. This can be scary for employees, but if managed properly, the changes can create opportunities for innovation and improved efficiency. The success of an organization lies with the employees, so it is imperative that changes are managed properly. There are techniques organizations can use to help manage change in order to help employees to be positive about the changes.

Continued in the next blog….



Robbins, S.P. & Judge, T.A. (2007). Organizational behavior (12th edition).
Upper Saddle River, New Jersey: Pearson Education Corp.