3 Stages of Change you need to know

“The secret of change is to focus all your energy, not on fighting the old, but on building the new” – Socrates

So you are in the process of guiding your team through an organisational restructure. There is a level of ambiguity accompanying the change and this is having an adverse effect on some members of your team. Despite the best efforts of the organisation to communicate the change effectively from the top down, you notice a drop in productivity and morale as a result. Does this sound familiar? Are you currently experiencing something similar or have you gone through a related scenario in the past?

Heraclitus, the famous Greek philosopher stated that “change is the only constant in life.” If life is in a continuous flux and this is a normal part of living, why do so many of us have a challenging time dealing with change?

There is a sense of loss associated with change, the loss of what once was and how we once were. We all feel this sense of loss to varying degrees even if we know that the change is for the better. You can only imagine then the magnitude of loss we experience when we do not fully understand the nature of the change and the impact of it on us. We hold on to the old ways of doing things and we hold on to our old behavioural patterns. Change becomes frightening and we often feel it’s better the devil we know.

Whilst organisations, of course, must focus on the operational aspect of change management, there must be a greater emphasis placed on the human element of change management. We all experience change differently based on our attitude, perception and mindset. We generally transition through 3 stages of change and travel at a pace that feels comfortable to us. It is this individuality that must be recognised and acknowledged by leaders when assisting their employees through the process. It is vital to understand which stage each member of your team is at and then help them successfully move past that stage.

3 Emotional Stages of Change

1.Shock and Denial

The first reaction to change is usually the feeling of shock which then turns into denial. If the change is sudden then the level of shock is deeper. The reaction of shock often creates a slowdown in productivity as the employees come to terms with the news. In my experience more often than not the shock then turns into denial. This is where many employees feel emotionally attached to the past and question the validity of the change. There is a level of comfort involved with the past and the fear of the unknown is the greatest during this period.

How you can help your employees

Transparency and reassurance are essential here. Reiterating what the change is and how it will impact your employees in an empathetic and encouraging manner will help anyone who may be experiencing feelings of shock and denial.

2.Anger and Depression

Once the feelings of shock and denial have subsided anger takes its place. Typically, there is a focus on someone or something to blame for the current circumstances. There is a sense of distrust, anxiety and frustration, however, once the anger begins to wear off depression often takes over. The significance of the situation hits home and it frequently impacts the morale of the team.

How you can help your employees

I cannot stress enough the power of vulnerability and openness expressed by the leader during this period. Many employees often feel isolated and shut down. They will feel reassured and connected if they are aware that others (including the manager) are experiencing similar feelings. Helping employees understand and express their emotions during this period will help with anger and depression.

3.Acceptance and Integration

Once you have helped your employees move past the heavy emotions of the second stage, a more hopeful and excited mood tends to rise. Employees accept that the change is unavoidable and unlike previously this realisation has a positive impact and you will begin to see that people will work towards the change rather than against it. Once the change is fully accepted the integration process is embraced wholeheartedly. Employees become forward thinking and respond positively to specific responsibilities.

How you can help your employees

Open communication and regular catch ups are indispensable during this period. Provide regular feedback and support with recognition of a job well done will help solidify collaboration and positivity in your employees.

Each of us experiences change differently and we may not all go through the 3 stages of change at the same time. We may not even experience all 3 stages of change. Some of us may go from stage 1 straight to stage 3 with next to no time spent in stage 2. Whilst others may not even experience the feelings associated with stage 1 for that matter. It is for this reason leaders must be aware how the change is impacting their employees at an individual level.