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Fears, accompanied by the work place change, are real and are a threat to the sustainability of the organization. These fears should be addressed seriously to avoid the downfall of the organization. The organization that has planned to implement a change should, therefore, employ strategic fear elimination methods. When the organization ignores to address the possible effects of a change, it risks losing its workers and clients.
There are numerous methods of eliminating the fear of the unknown, but the most effective one is the inclusion of all the involved parties in all stages of implementing the change. As discussed above, an organization that invites the workers to participate in planning and implementing the change, normally, eliminates this fear completely. The most effective method is when the organization invites its workers to participate and convinces them that the change is a progress that is in line with the organization’s set goals. The move builds courage among workers and drives them to work harder with an aim to succeed again.
Introduction of training about the planned change before its implementation is another effective method of eliminating fear. This training prepares people involved with the knowledge of the exact change that will happen. Workers in the organization, who undergo the training, know exactly the challenges they may face and the commitment they would require in order to succeed. After the organization trains all workers about the new change, the workers are able to participate fully in the planning stage, and the fear of the unknown wears out before the change is implemented.
Work place change is inevitable in all organizations. Workers in the organization have an ability to eliminate fear if they decide to embrace the change and treat it as a progress that will drive the organization towards achieving its objectives. This method of eliminating fear is very effective, but it is applicable to workers who understand the need of the change. The management team is the organ of the organization that is responsible for advising the workers about the benefits of the change. Workers, who are engaged in development planning, adapt easily because they understand the benefits of implementing changes. The organization that has plans for the development and growth expects its workers to be ready for any changes.
Workers in an organization, who experience fear after the change, are normally terrified of facing it, because they feel that their knowledge and skills might be shallow. Organizations that succeed in eliminating the fear of the change care more about the skills of individuals in the organization. Such organizations invest in the knowledge of their workers and increase effort in improving their skills. This method drives out fear and makes workers feel like they are a part of the organization. Once the organization invests in improving the skills of the workers, the workers consequently pump in quality ideas that are used to propel the organization towards reaching its objectives.
Trust between the workers and the organization is achievable when there is a direct communication channel between the two. Communication allows all organs of the organization relate to each other in a more open manner. The organization that has clear and open communication channel has the advantage of eliminating the fear of the change from the workers, because they are well informed of the consequences of such change in a good time. Communication channels allow for swift response to feedback and enable the workers to overcome fear quickly. Open communication gives freedom of expression to all persons in the organization and enables the management team to communicate more freely with the working team and vice versa.