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EURES (EURopean Employment Services)
  • News article
  • 16 January 2025
  • European Labour Authority, Directorate-General for Employment, Social Affairs and Inclusion
  • 3 min read

Organisational changes at work? Here’s how to ensure everyone wins

Change is a prerequisite for growth in any setting. Organisational changes in the workplace, however, are often viewed with trepidation. It is up to both employers and employees to make these transitions as smooth as possible.

Organisational changes at work? Here’s how to ensure everyone wins

Shifts in company policies, approaches and strategies, alterations to service or product offerings, hierarchy and staff changes, and team rearrangements are all part of an organisation’s lifespan at one point or another, whether they are voluntary or dependent on outside forces. According to this research, the average organisation will undergo about five enterprise changes in three years. Changes in the workplace, then, are inevitable, and we’d better get used to this reality.

While anticipation for the new may be exciting, changes at work are often met with the reasonable question ‘How will this affect me?’, belying anxiety for the future. No matter your place in the organisation, there are several ways in which you can make the best of transitional periods, ensuring the aftermath is positive for everyone involved. 

Are you an employer?

People feel comfortable with what is familiar to them, and they won’t rush to support what they don’t understand. As an employer, you are responsible for convincing your staff about the change and its significance. How will you do this? 

  • Communicate the situation clearly and explain the reasons behind it, as well as how everyone will be affected. Employees must be fully aware of the changes taking place, and the knowledge should come from you rather than through the grapevine. This will cultivate trust from the very beginning, dispelling uncertainties.
  • Engage your employees in the process, showing that their input is not only valued, but necessary. Surveys, focus groups and feedback collection are great tools with which to involve staff, creating a two-way channel that may bring some great insights.
  • Provide support as and when needed. This might include providing additional training, addressing employee concerns, and giving everyone ample time to adjust.

Are you an employee?

As an employee, you will often be called to accept and adapt to changes that you have no control over. How can you best navigate these periods, even using them to your career’s advantage?

  • One in three people would consciously avoid change if they could; are you one of them? A flexible and agile mindset is a great skill to have in any case, but in transitional periods it becomes even more important. Gracefully embracing change helps you stay relevant, allows you to move easily across different terrains, and shows that you can handle diverse situations. 
  • Ask questions (and expect honest answers). While effective management should always keep employees updated on the changes taking place, in many cases you will need to be proactive and seek out the information you need. So, don’t wait, ask away. 
  • Stay positive. Change is often scary, but give it a chance, and it might become your opportunity to freshen up your current outlook on your job, update your goals and/or skills, and elevate your game on all fronts. 

In the end, change is the only way to move forward, and it is up to us to see the gifts it has to offer. With proper communication, support and an open mind, organisational transitions can become steady steps towards evolution and growth. 

Effective leadership is a multifaceted concept, but it doesn’t have to be complicated. These eight tips will help you become a better employer.

 

Related links:

Change management. What is the EU doing to help you?

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