Change Happening at Work? This Guide will Assess the Impact.

Things were going just fine… you had your gig, you loved your work, your team was humming along, things could not have been better.? Then BAM, your company decided to implement a major change to a system, to the organization, or even by major people changes – like an acquisition or a divestiture.? It has rocked your world…so now what?

You have to take some time to assess how these changes affect you on a bunch of different levels – because it probably is affecting you at multiple levels. ?Leveraging Abraham Maslow's hierarchy of needs, this article offers a structured way to reflect on your personal and professional well-being RIGHT NOW! ?Work your way through the stages, ask yourself the questions, and consider the guidance provided.? I think it will make things a little easier.? At the very least, it will help you to understand that what you are feeling is completely normal.

1. Ya Basic! Ensuring Physical Wellness and Health

You need to keep your core health and physical needs healthy during organizational change. They encompass your physical workspace and job security, which directly affect your ability to perform and stay productive. ?You draw on your physical strength because it is the foundation of your mental health. ?

Questions to Consider:

1.???? Is your physical workspace uncomfortable or unsuitable for your needs?

2.???? Are you uncertain about your job's stability during this transitional period?

3.??? Have workloads and responsibilities become unmanageable?

4.??? Is there insufficient support to handle stress and maintain mental wellness?

5.??? Are your health and wellness being neglected during these changes?

Guidance: If you're encountering any of these challenges, take proactive measures to address them. Speak to your manager about improving your workspace to ensure it meets ergonomic standards, which may include requesting better seating, appropriate lighting, or necessary technical equipment. If workloads have become overwhelming, propose realistic project timelines or the delegation of tasks. For concerns about job stability, request a meeting to discuss your role's future directly and seek written assurances or documentation where possible. Participate in stress management or wellness programs offered by your employer, and if these are not available, suggest their implementation. Connecting with HR can provide additional support and information on employee assistance programs that may help in maintaining your health and wellness during this time of change.

2. Safety First! Assessing Stability and Predictability

The need for safety extends beyond physical security to encompass emotional and career stability, crucial during organizational transitions. ?You need to understand how the changes will impact your job and how you will be supported during the transition (in a tangible holistic ways).

Questions to Consider:

1.???? Has the communication about changes impacting your role been inadequate?

2.???? Are the expectations from your new role or responsibilities unclear?

3.??? Is there a lack of support resources for dealing with uncertainties or anxieties?

4.??? Are you missing opportunities for training or development needed for new challenges?

5.??? Are feedback mechanisms insufficient for providing updates and receiving input about ongoing changes?

Guidance: To improve your sense of stability and predictability, start by requesting more frequent updates and detailed communications regarding organizational changes. If expectations in your new role are unclear, arrange a meeting with your supervisor to define these expectations and document them for future reference. Advocate for the creation of a peer support group or a mentorship program that can offer guidance and emotional support during the transition. If training opportunities are lacking, identify external resources or courses that could help you adapt to new technologies or methodologies and propose these to your management. Establishing a feedback loop with leaders can also facilitate a more transparent environment, where you and your colleagues can express concerns and make suggestions for the transition process.

3. You Gotta have Friends. Cultivating Connections and Inclusivity

Feeling connected and valued in your workplace impacts your motivation and satisfaction. Having trusted colleagues and a cohort of people who can relate to what you are experiencing is amazingly helpful.? As the changes continue to occur, maintaining a sense of belonging is essential.

Questions to Consider:

1.???? Do you feel disconnected from the new organizational structure or team?

2.???? Are there insufficient initiatives to help form or maintain relationships?

3.??? Is the environment in your new team or department exclusionary rather than inclusive?

4.??? Do you feel unsupported by peers and management in this transitional phase?

5.??? Are social interactions limited, impacting your sense of community?

Guidance: Combat feelings of isolation by initiating or participating in social committees or interest groups within the company. If such platforms do not exist, propose their creation to HR, emphasizing their value in building a connected and supportive workplace culture. Actively seek out new team members for informal coffee chats or virtual meetups to establish and deepen relationships. If you feel unsupported by management, consider setting up regular check-ins with your supervisor to foster a better relationship and ensure you are both aligned on your goals and experiences during the transition. For enhancing inclusivity, volunteer to be part of diversity and inclusion initiatives or forums where you can contribute to shaping a more welcoming and equitable workplace environment.

4. You ok? I'm Ok? Maintaining Confidence and Acknowledgment

Esteem needs relate to your self-respect and how others value you. ?We all work - -but this quality helps you to define whether you feel competent, confident and enjoy what you do.? During organizational changes, maintaining esteem and confidence is key to keeping you motivated and engaged.

Questions to Consider:

1.???? Are your efforts going unrecognized during this period of change?

2.???? Is the feedback you receive rarely constructive and not conducive to professional growth?

3.??? Are you lacking opportunities to lead projects or initiatives?

4.??? Is there a lack of transparency in how performance is evaluated under the new system?

5.??? Do you feel unable to express your ideas and concerns within the team or organization?

Guidance: If recognition is lacking, document your achievements and contributions and present them during performance reviews or team meetings. This can serve as a basis for discussions about your career progress and recognition. Engage with your manager to establish a clear set of criteria for performance evaluation that aligns with the new organizational goals, ensuring you understand how to meet and exceed these standards. If opportunities to lead projects are scarce, propose a pilot project where you can demonstrate leadership and innovation. Organize a 'lunch and learn' session to share your expertise or insights with colleagues, which can increase your visibility and assert your value to the team. If expressing ideas is challenging, suggest regular brainstorming sessions or innovation workshops where everyone can contribute ideas in an open and supportive environment.

5. Be the Light: Finding Meaning and Growing During Change

Living at the pinnacle of Maslow's hierarchy, the need for purpose and self-actualization reflects your desire to achieve your fullest potential. During organizational changes, aligning your personal goals with the evolving company mission is crucial for finding fulfillment. ?Having connected purpose will increase your productivity and growth.

Questions to Consider:

1.???? Do the new organizational goals and values conflict with your personal and professional aspirations?

2.???? Are you stuck in roles that lack challenge and growth opportunities?

3.??? Is your role lacking autonomy, hindering your ability to innovate and contribute meaningfully?

4.??? Do you feel your work has little impact on the company’s success?

5.??? Are opportunities to explore new areas or develop new skills missing?

Guidance: Discuss your long-term career aspirations with your manager to explore how these align with the organization's future direction. If you find discrepancies, work together to identify roles or projects that could better align with your interests. Seek out opportunities for lateral moves within the organization that offer new challenges or learning opportunities. If your role lacks autonomy, propose specific areas where you can take ownership or lead initiatives, demonstrating your capability and drive. Consider volunteering for cross-departmental projects that expose you to new areas and increase your impact within the company. If skill development is a concern, identify relevant courses or certifications that would benefit both your personal growth and the organization's needs, and seek support for pursuing these.

Take some time to consider these questions and insights as tools to guide your journey through change. Share your experiences and how you’ve managed to align your needs with the changes in your workplace. What strategies have you found effective in maintaining your well-being and satisfaction during transformations? Let’s discuss and learn from each other’s experiences. Engage below in the comments.

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