During times of organization change, you will notice employees reacting to change with a variety of responses. As a leader tasked with implementing organization change, it is important for a supervisor to be able to understand typical employee reactions. The following reactions are some typical responses to organizational change:

1.  Not me! Typically, when employees are asked to do a different job, or change the way they currently do a particular job, they respond in denial with, “Not me!” They may begin to tell their supervisor about someone else better suited for the job or deny that they are capable of making the proposed change.

2.  What will this do to my job security? “What’s in it for me?” is often an employee’s first response upon learning about a proposed organizational change. It is natural for employees to see change in perspective to their own job security.

3.  Anger. Some employees are so resistant to change that they become frustrated and angry. Their anger may be repressed, causing an increased stress level, or overt, resulting in emotional outbursts. Whether repressed or overt, anger is a typical reaction to change.

4.  Gossip. Gossip, always an organizational challenge, often escalates during periods of organizational change. Employees who respond to organizational change with frustration, anger, and disbelief often resort to vicious gossip or “back-stabbing” activities.

5.  Who’s in charge here? During times when organizations are restructuring, it is natural for employees to question leadership. If employees are concerned that they will be working for a new supervisor, there will undoubtedly be unrest during the transition period as they anticipate changing allegiance from one leader to another.

6.  Panic! Some employees, finding comfort in a predictable routine, panic at the mere mention of change. For them, upsetting the routine and making changes in the way they normally proceed with their jobs can cause panic.

7.  I quit! Some employees may actually be so resistant to accepting organizational changes that they elect to quit rather than make the needed changes. Electing to stand on one’s principles and fight change by quitting often makes the point, but usually at a cost to the employee making the point, not to the organization.

8.  This is a challenge! Employees viewing change as a challenge feel they can rise to the occasion. They feel that they have what it takes to be a contributing team player when the change affects their work world. They remain open to new ideas, ask questions, and feel confident in their ability to acquire the knowledge needed to complete the task. They exhibit a “can do” attitude in their approach to change.

9.  Maybe I could adjust to this change. Some employees don’t embrace change enthusiastically or jump out of their seats ready to accept a challenge resulting from organizational change. Instead, they may watch from the sidelines, but they remain open-minded. They may not commit initially, but after a period of observation, agree to remain open and give the change a chance.

10.  Enthusiasm. Some employees naturally approach life and challenges more enthusiastically than others. These employees have the gift of embracing change enthusiastically. Instead of trying to pick apart proposed changes and find all the ways they won’t work, enthusiastic employees see change as a natural part of an organization’s evolution. These are employees who understand the bigger picture. They understand the value in making change.

Employees will exhibit a variety of responses to change. Fortunately, there are several specific actions and straightforward approaches managers and supervisors can take to help guide their employees successfully through organizational change. These guidelines can make times of change some of the most rewarding and productive times in your leadership history!