Resource Information for Supervisors & Managers
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An Informational Bulletin Published by the Personnel Commission
Adapting To A Changing Workplace
Change is constant in the today’s world and is usually unavoidable.
Change can happen in many ways. Sometimes change can make our
lives easier while others times can present us with great challenges.
They can happen unexpectedly without warning or they can be
planned and expected. No matter how it is initiated, change can be
difficult for people to handle. We see changes happen in both our
personal and professional lives.
While we understand that it is necessary, change can be frightening
for many employees as it often times brings uncertainty. Employees
can become uncertain about what is expected of them or their role in
the workplace. They may wonder how their jobs will change if a
new person is hired or when a new technology is introduced. Uncertainty can also develop when employees are not formally notified
that a change will take place.
Many employees hear about change through the office grapevine,
which can be inaccurate and unreliable. Communication of this type
can cause employees to jump to conclusions and ultimately create havoc in the workplace which could have been easily avoided. Steps can be taken to make sure employees are more receptive to changes that need to take place. So,
how do you as a supervisor help employees adapt to a changing workplace? If possible, a supervisor should:
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Inform employees about what will change in advance
Tell employees what is expected of them
Tell employees if their jobs will change and how the job will change
Advise employees of the timelines—
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when will the change happen
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is the change temporary or permanent
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how long will it take to integrate the change
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when is the change expected to be complete
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what type of training will be provided
Tell employees when there has been a delay in implementing the change
Try to dispel the fears that an employee may have regarding the change
Try to answer any other questions the employee may have
Talking about change is the first step in helping the employee understand what is expected. Sometimes it can be difficult to communicate with an employee because information is not yet available, or you do not have the details, or you
are not able to talk about the changes that are expected to take place. In instances like that, reassure your employees
MEMBERS OF THE PERSONNEL COMMISSION
James A. Srott., Chair
April 2006
David H. Iwata
Calvin W. Hall, Ed.D
Karen Martin, Personnel Director
(213) 891-2333
that you will provide them with the information as soon as you have specific details about the changes that will take
place. Communicating with your employees can provide them with valuable knowledge and help them to understand
why the changes are necessary.
Even though you give employees all the details you can regarding the changes that will take place, many employees
are still unwilling to change. Their unwillingness to change can stem from many things. Employees may come up
with a number of reasons why they should not or have not adapted to change. Some of these reasons or excuses can
include:
The old way is more easier and more efficient
The new technology is too difficult to understand
I am too old to learn new things
I just don’t think I should have to learn this
It is not part of my job
The training was terrible
I just don’t understand why I have to change
So what does a supervisor do when an employee still does not want to change? Supervisors need to emphasize why
the change is necessary and provide the employee with options to help him/her adjust to the changes. One option
would be for a supervisor to provide training or even send the employee to training sessions. Training can ease the
employee into the new changes and help them to understand what is expected. Training sessions also provide the
employee with a different techniques that can be used to complete the new tasks of the job. Another option would be
to can ask the employee to provide suggestions on what will help make the change easier. As the supervisor, you
should try to implement some or all of the suggestions. If the employees still does not want to adjust to the change, a
supervisor may also have to take disciplinary steps.
MEMBERS OF THE PERSONNEL COMMISSION
James A. Srott., Chair
April 2006
David H. Iwata
Calvin W. Hall, Ed.D
Karen Martin, Personnel Director
(213) 891-2333