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Ensuring Business Productivity through Transition

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Ensuring productivity in times of organizational transition can be very challenging for most organisations partly because transition impacts negatively on the performance of employees. And also because most leaders confuse “transition” with “change”-assuming that transition just means gradual, extended, or unfinished change (William Bridges). Transition is the personal or the human side of change. Simply put, it is the internal response to the external stimulus. According to William Bridges, transition is a three phase psychological reorientation process that people go through when they are coming to terms with change.

It starts with an ending-with employees letting go of their old reality and their identity. Then comes the period in-between where they are “wondering between two world’s one dead, the other powerless to be born” (Matthew Arnold) and then the third phase of new beginning. Not withstanding the challenge of transition, there are some things organisations can do support their employees. Here’s how to empower and motivate your workers and team members to keep being fruitful.

  • Keep the Lines of Communication Open

Managers, CEOs and team leaders must keep their doors open during the transitional period. Frequently assure employees that the organization will emerge victoriously from the transition. Be candid about the changes, but maintain your boundaries. Also, don’t make promises that you, or the organization might not be able to keep later.

  • Recognize All the Hard Work

A simple email, a handwritten note of appreciation, a round of applause in the monthly meeting; that’s usually all it takes for employees to feel appreciated. Don’t be stingy with the approval, and you will see many more employees try to rise up to stake their claim in all the positivity.

  • Help Employees Accomplish Their Goals 

Talk to them about what they are expecting from the organization and what are they willing to provide in return. Investigate the possibilities of making it happen. And then tell them what they need to do to make their dreams come true.

  • Discourage Rumours

Team leaders and managers often come across unsubstantiated concerns that can drive down morale in the workplace. Plug any leaks, and strongly discourage rumour-mongering among your workforce to ensure continued productivity.

  • Deal With your own Stress Too

Managers must empathize with employees, and at the same time keep their own issues to themselves. This can put a person in a difficult space, where they might not feel like they are being sincere to their workforce. However, it is important to sometimes avoid giving out information unnecessarily as it may crate panic among workforce.

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Simon

AUTHOR - Simon K Aidoo

Simon K Aidoo former Roman Catholic priest with several years of experience in guiding people through different complex life transitions. Simon is also know as UK's best transition planning consultants, has great experience in retirement transition planning, divorce transition planning, life transitions coaching, coping with relationship breakup, organisational transition consultancy and more.

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