Workplace Change and Remembering the People
Has your workplace decided to shift direction, pivot, or use new technology? Have you changed machines, relocated, upsized, or downsized? Have you been bought by another entity? Never forget that workplace change involves people.
Since I officially entered the workspace at the age of seventeen, I’ve been around more than a few decades. I’ve seen a thing or two.
As we grow and expand our knowledge and businesses, especially with more technology, one constant remains, people.
How does workplace change impact people? How do the people affect the process or outcomes? Sadly, these two questions are often forgotten or taken for granted.
Change and People
Imagine you give Tiger Woods a brand-new set of golf clubs. These clubs are the most advanced clubs ever made. They feature the latest in technology, they are efficient, effective, and they are smart. They are also very expensive.
You hand them to Tiger and send him out on the course. A course he knows well and has played many times. Weather conditions are perfect. Will Tiger’s score improve?
Likely, not at first. He has never used these clubs before, they are different, he’ll need to learn more about them, get a feel, and adjust his style and approach.
It doesn’t take a rocket scientist to understand this practical example of the outcome of change.
Why then do so many businesses, so many engineers, CEO’s, and other really smart people expect something different with workplace change?
Workplace Change
If you sense that I’m about to jump on the soapbox for a minute, you’re correct. I have witnessed too many business fatalities.
Smart people who have calculated everything about their new equipment or technology. Floor space, power, cost of ownership, and the specifications for throughput or output. They’ve done it all.
Except for one thing. How their people will navigate this change.
Sound silly? It is. I’m begging you. Stop the madness.
Have a plan for how you’ll integrate your change with the people. How they’ll know what to do, when, how far, how high, and how long. Plan for the costs and especially for the time.
You probably wouldn’t tackle heart surgery without a surgeon.
Hire experts who can help you with your people.
-DEG
Need some help with people? Contact me.
Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.
