If in future a departmental head notices that an employee has not moved for an hour he will immediately investigate the cause as for some employees it is difficult to distinguish between death and natural movement. A careful investigation should be made by holding a final pay cheque or P45 in front of the suspect corpse as this is considered to be a very reliable test.

Dead Man Walking or Just a Little Rusty?

Many employees have simply lost focus on their job, they are on the payroll, but mentally they are rusting slowly and as they decay they loose commitment and effectiveness, they lacklustre and just don’t have a heart for doing things any more.
One underlying cause of rust is an inability to cope with the pace of change in the organisation. As organisations reorganise, diversify, and grow, communication can become diluted, employees are faced with a number of diversions as the organisation adapts,  often with little explanation to help them understand why they need to change yet again and what opportunities the change presents. Robbed of their sense of purpose and with no feedback of the value of their contribution.

They get to the point where they think “why bother”? Employees who are confused about their place in the company are unlikely to contribute fully, and neither will workers who don’t recognise the importance of their jobs.

Imposed change doesn’t have to be opposed!

Our helplessness with imposed change causes conflict because we were never consulted and therefore had no chance to buy into it so we resist like hell because we didn’t choose it It’s management’s responsibility to anticipate the effect of changes on employee morale and create situations where they CAN contribute.

Can’t is a four letter word, but easier to manage than won’t
Giving people things they know they CAN handle builds confidence and encourages “
Buy in”

People are independent variables and therefore we need to understand the cause and effect of their resistance to enable us to implement change more efficiently Each individual has a unique group of factors which represent their values or the things that are important to them

The better we understand HOW we are affected by change and HOW we react to it the better equipped we are to create an environment where change is a natural and exciting process

Change is inevitable sometimes it is mandatory. You may be proactive in your approach to change or perhaps you are reacting to an event that you feel has been imposed upon you.

The more complex the change, the greater the leadership challenge to coordinate a range of processes from strategy formulation, to defining what needs to change and who will be affected. Effective change only happens when all of these considerations are balanced and optimized.

Fast forward your change initiatives with Spectrain’s  CHANGE LEADERSHIP training Programme