The Emotional Employee: When Change Comes to the Workplace. Presented by: Swan Khanna-Salehi [email protected] Clinical Manager. Change isn’t necessarily bad, but it is scary. Change is Change by Any Name. Whatever the reason for change in the workplace the economy poor decision-making
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[email protected] Clinical Manager
Whatever the reason for change in the workplace
Simply complaining, ranting or making accusations only goes so far. At some point, employees need to move off the problem and consider solutions and positive responses to change. As a manager, you can help them through change.
Stage 1 - Loss
Stage 2 – Doubt/Anger/Resentment
Stage 3 – Discomfort/Resistance
At this point, we either chose to move forward and begin adapting to and accepting change, or we fall back to our feelings in stage 1 and repeat the cycle.
If we move forward…
Stage 4 – Adaptation/Discovery
Stage 5 - Involvement
…to helping employees cope with change in the workplace.
*Use the 10-foot rule to assess non-verbals.
Extreme behavior may warrant a referral or FFD assessment.
(But be sure to maintain boundaries.)
Keep your staff well-informed about what is happening and how that will affect them. Don’t hide vital information or create a “spin” different from the reality. If you’re going through tough times, let your employees know it and discuss the strategies in place to stay afloat.
Organizations need to be innovative and creative to meet challenges, manage through the current situation and be ready for future growth. Share ideas for addressing changes and challenges.
The effects of trying economic times are not limited to the workplace. Employees may be under stress from situations outside the workplace. Making sure everyone is treated fairly and inquiring about the well-being of your staff will let employees know that you care and that they are not working for a “machine.”
Focus on behavior
Confront and Support the Employee
Emotions often escalate due to:
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