Organizations rarely adopt policy changes with the aim of causing turmoil in the workplace, but employees’ immediate reaction is often resistance, even when policy changes improve operations or create a safer or better environment for employees. Organizational performance may suffer unless personnel are convinced of the necessity for policy and practice change.
Why Do Policy Changes Affect Businesses?
Even when change is beneficial, it necessitates the modification of long-held beliefs and behaviors. When changes occur at work, they have an impact on a number of people, each of whom may react differently. Employees may become accustomed to new ways of accomplishing job tasks or changing extenuating circumstances until new policies or practices are created, which can have a negative impact on company performance.
Changes in Operational Policy
It’s not unreasonable to expect organizational performance to suffer as a result of operational policy changes until staff become accustomed to the new procedures. Any modification that impacts how personnel carry out their daily responsibilities is likely to have an impact on the organization’s performance. While staff are being taught in new practices or equipment/software, performance may suffer, and this may be exacerbated as employees grow accustomed with the new procedures or systems.
Changes in Employee Policies
Even when the link between job responsibilities and the policies affected is not linear, changes to personnel policies such as attendance, leave, education, or training can have a significant impact on organizational performance. When changes to employee regulations are perceived as disciplinary or reactionary, the outcome is frequently angry employees who are resistant to change, even if the changes would purportedly result in a better working environment. Employee unhappiness and poor morale are well-known as being damaging to an organization’s performance, and policy changes, particularly unpopular ones, are likely to impair morale and satisfaction.
Reducing the Impact of Change
Changes of policies and practices in the workplace are expected, but worse performance as a result of the change does not have to be. Workforce diversity and AI in the workplace can support the development of new rules and procedures necessary for change implementation. Executives need to involve employees in defining new operating procedures. Soliciting employee participation when making policy and procedure changes not only allows executives to hear from those who are actually putting the policies and processes in place, but it also boosts morale and job satisfaction, both of which can help enhance performance.
To avoid the negative impact of a policy development that is not beneficial to workers, read further.
In a rapidly changing business world, organizations must modify and adapt on a frequent basis to keep up with competition. Change can be triggered by a number of internal and external variables over which organizational leaders have little or no control. For example, a company may be obliged to change its procedures as a result of changing rules and regulations or technological advancements. Fortunately, organizational leaders can take efforts to mitigate the impact of change on personnel.
Overcome Fear
Standing still provides a sense of calm. It’s only normal for employees facing a major organizational shift to be concerned about how the change would affect them personally. Organizational change that isn’t well managed can cause dread within the ranks, which has a negative influence on work satisfaction, performance, and productivity. Workers may lose confidence if they fear losing their jobs. They may also be concerned that changes would add to their burden or that they will be unable to learn new technology. Employees must be protected from these worries, which must be addressed by organizations.
Enrich The Company Culture
The phrase “organizational culture” is widely used to describe an organization’s nature or personality. A company’s organizational culture can be positive, with open communication and trust in organizational leadership, or bad, with workers having little faith in their leaders. The impact of organizational change on employees is typically determined by the company’s culture. Furthermore, a poor business culture can stymie change, making important transitions more difficult to endure for employees.
Manage Change
Effective change management is essential to streamlining the change process and reducing the negative impact on employees. When organizational changes are managed properly, workers perceive the benefits of a proposed change in a variety of ways. A technical upgrade, for example, may provide employees with the opportunity to learn new skills. By lowering workload, new technology can also improve worker satisfaction.
Constant Communication
Effective communication is critical for gaining employee buy-in and reducing the effect of organizational change. Leaders must engage with employees to ensure that they understand why a change is being implemented and that they are on board with it. Workers are more likely to accept and engage in the change management process when they are given the opportunity to voice their concerns and provide input on changes. This ensures that the change is productive and successful.
