How to “Deal” with Organizational Change

From time to time, change is performed with a team of experts, adept at managing the ebb and flow of the shift in organizations of various types and sizes. Most of the time, though, organizational change happens rapidly and with little warning, based on decisions made in rooms to which most employees are never invited. 

The latter case creates a stressful, burdensome, and overwhelming environment for everyone working at the company. The rumor mill is active, whispers about layoffs, “last hired, first fired” - lots of suggestion and no real information. Worse, though, is that sometimes, it may take months for proposed changes to be implemented. That means months of employees entering work environments that present immediate mental, emotional, and physical health challenges. 

So, how can you, an employee, “deal” with organizational change?

Well, really, this is not a trick question. The short answer is: you shouldn’t have to endure this kind of environment if your organizational change is managed well. But, since it is rarely the case that employee voice is centered in this process and you’re fending for yourself, here are three things you can do in this scenario.

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First: Take Notes

Where possible, make notes and observations of every facet of the process. Understanding the decision making - especially if it’s top down - can help you identify patterns and trends in the new organizational approach and harness leadership development opportunities. What is being prioritized? What is leadership missing? How can your existing skills be put to use in this opportunity? Are there emerging ideas for professional development?

Likewise, you can take time to refresh your resume! Are there key areas in the organizational change to which you contributed - specific skills or projects, key metrics - you’ve developed or helped lead in your time on the job? Write it down. Keeping track may help you present a stronger case for your continued employment.

That last bit may sound bleak. But it’s more important to be direct about how these shifts impact our work. Naming outright your value and contribution may be helpful for job retention but will be undeniably helpful in finding new employment.

Second: Take Space

Creating a seat at the table has a lot to do with taking notes. For example, if you’re attending a staff meeting for your division and have a chance to communicate with a middle manager your concerns or observations, you may create an advantage for yourself and your team. Additionally, you can help to keep everyone meaningfully informed.

It is a very old school notion to “take initiative.” Honestly, it made me itch to even write that down. However, I know SO many people who LOVE what they do. Who they work for, where they work, how they work - it brings them joy. If you have that joy, fighting for what you do and naming outright your concerns, objections, and potential improvements should only mean growth and reflect your commitment to the organization. It may ruffle feathers and make you significantly visible. But self-advocacy reflects passion, leadership, and investment. 

Third: Take Vacation

If you still have paid time off that you’ve been saving for some elusive, imaginary, future point in time - take those vacation days now. This is for those folks who probably dug deep before the shift and see their efforts are not being reciprocated. 

I see you. 

You earned that vacation time (and should have used it well before now). There’s a passion project at home or a repair or a friend to visit or a family member to spend time with or a couch to take a nap on that means much much more than a toxic work environment.

Likewise, those who already took notes and space and are not seeing results, vacation is what you both need and deserve. 

After a month of any of these - taking notes, space, or vacation - it’s time to take a decision. Do you persist or do you forfeit? The answer to that is really up to you. (Also, if you’re sitting on a full month of vacation, it’s really really time to take a break.)

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Did something in this blog ruffle your feathers? Is your organization going through a transition that could use a more careful, considerate look? Have you already gone through a transition or are you preparing to start one? Drop a line at nereidssolutions@proton.me or check out nereidssolutions.com for more information about my work and how I can support your organizational needs.