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Coping with change
Change is constant in the workplace and in the world. To survive and grow in today's global economy, organisations must not only adjust to change, and they must be alert to the need for positive change. Change is inevitable and while it brings opportunities, variety and progress, it can also be a major source of stress for those affected by the change.
At work change can lead to job insecurity, decreased organisational commitment and job dissatisfaction. The pressure of change may interact with a number of other factors which can contribute to work-related stress. It is therefore extremely important for individuals and managers to recognise the impact that change can have so that any negative effects can be minimised.
Why is change stressful?
Uncertainty
Any change causes a level of uncertainty. To minimise the impact of this in the workplace it is crucial to keep employees informed about the reasons for the change, what it is going to happen and when. If individuals are consulted about the change they will feel more in control and therefore less stressed.
Moving into the unknown
It naturally feels more comfortable to stay with what you know even if something else might actually be better for you. Learning a new skill or adapting to a new environment requires conscious focus and attention. However, it is important to remember that with time and perseverance you are likely to be just as comfortable with the new activity or situation.
Energy
Regardless of what our attitude to change is, we have to adapt and adjust to it, and this requires expending energy. Too much change in a relatively short period of time can leave you feeling exhausted. Fearing and resisting change can have a similar effect. It is therefore essential individuals replenish the resources they have available to deal with the change
that’s occurring.
Sense of loss
Any change means moving on from the old way of doing things and this can cause a sense of sadness or loss. Individuals who have built up a level of skill or experience may feel that they are losing their expertise in an area and this can also be distressing.
Loss of stability anchors
During change, temporary loss of the things you rely on can affect your ability to cope with other sources of pressure such as workload increases or interpersonal conflict. These include loss of personal networks, loss of personal security, loss of faith in management, and loss of confidence in job role.
Signs of stress
During periods of change, some indicators that stress is beginning to set in include:
- reduced self-confidence, anxiety about the future, self doubt and reduced concentration
- diminished work performance - working longer (less productive) hours, delegating less effectively, loss of job
- focus
- irritability, sleep-loss, headaches, palpitations, tearfulness, depression
- dry mouth, lump in the throat, shaky hands, loss of libido, chest pain, constipation or diarrhoea
- worsening of skin conditions such as eczema or psoriasis, or of asthma
- loss of good lifestyle habits, increase in consumption of alcohol, cigarettes and caffeine
Dealing with the change
Maintain your perspective
Many of the anxieties you may have will be based on ideas of what you think may happen, a worst case scenario rather than the reality of the situation. Don’t jump to conclusions and automatically believe rumours. Try to gain as much information as possible to allow yourself to keep what is happening in perspective.
Take care of yourself
When stress is high it is easy to stop doing the things that will keep you healthy and able to deal with difficult situations. Make sure you exercise regularly, eat and sleep well, and maintain solid work/home boundaries.
Focus on the positives
Opportunity is inherent in change so make the most of what is available to you. It can be easy to focus on the way things used to be done. Try not to become negative, dwell on the ‘good old days’, become de-motivated and cynical.
Don’t take things personally
Considering the organisation’s reasons for change and the opportunities this could present can provide some context and help you to rationalise the situation.
Don’t panic
People are generally very adaptable but it is also important to plan for the outcome of the change. If possible, getting involved in the planning and implementation of the change can make you feel more in control.
Ask for help
It is normal to find a period of change difficult. Share your concerns with your manager, colleagues, friends and other support networks. Bupa Employee Assistance also offers you access to experienced counsellors 24 hours a day.
Bupa Employee Assistance
If you feel you would benefit from talking to a professional about dealing with change at work or in your personal life please call Bupa Employee Assistance free on 0800 269 616. Our counsellors are also experienced at providing support to managers who are implementing change. They can help managers appreciate the different perspectives of their employees, and give practical guidance and advice on how to deal with change.
If you are calling Bupa Employee Assistance from outside the UK, dial +44 20 8947 2690.
Publication date: March 2009. These notes are issued for general information only. Professional advice should always be sought to take account of individual circumstances. Bupa cannot accept responsibility for continued accuracy of this information or actions taken on the basis of these notes alone.
Bupa Employee Assistance is provided by Personal Effectiveness Centre Limited, trading as Bupa Psychological Services. Registered in England and Wales no 2355649. Registered office, Bupa House, 15-19 Bloomsbury Way, London WC1A 2BA
© Bupa 2009. Bupa and the heartbeat symbol are trademarks of The British United Provident Association Limited.
Talk to us
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For free confidential advice and support call
0800 269 616
From Ireland 1800 409 710 From outside the UK and Ireland +44 20 7520 7232
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