Adapting to changes in your professional environment
BY DEBBIE RAMELB
HUMAN RESOURCES DIRECTOR AT ST. FRANCIS HEALTHCARE SYSTEM OF HAWAII AND SOCIETY FOR HUMAN RESOURCE MANAGEMENT HAWAII CHAPTER VOLUNTEER.
Human resource professionals overwhelmingly report that their organizations have reached “change saturation,” when they can’t absorb any more changes, according to a recent national benchmark study. As a result, employees who are easily adaptable and strive to increase their tolerance for change may be more likely to succeed in workplaces where new skills and training are needed.
Q: How can I increase my acceptance of change?
A: Understanding the reason for a change is important. Asking questions about the purpose, goals and objectives of a change can help. Ideally, employers will communicate the reason for change to employees affected by it. However, communication is sometimes short-changed in the interest of speed. Managers, supervisors and frontline employees who ask appropriate questions can help improve the likelihood that workplace change will be successful.
Q: Are small changes easier than big changes?
A: The size of a workplace change is typically less important to its success than the overall outcome. If employers and employees see that a change is helping to accomplish an organization’s goal, they will be more likely to support the change. Most people want to feel that they are making a difference. Often, big changes translate into bigger results.
Q: I don’t like change — where do I start?
A: Within most organizations, there are job functions that have comparatively less or more change. Similarly, some industries are more prone to change. Finding a job that suits your temperament can go a long way.