Some Negatives of Constant Change
The pervasive culture of constant change in modern organizations has a detrimental impact on human performance.
Furthermore,
- not all change is beneficial; the assumption equating change with improvement is misguided.
- once started, especially large change can take on a life of its own; it can
"...rip through established relationships and rituals that make work interesting, leaving discontent and depression in its wake..."
Ashley Goodall, 2024
There can be a relentless pursuit of change—through mergers, reorganizations, new policies, and technological solutions, etc; it is like ‘living in the blender’, that is characterized by perpetual state upheaval, uncertainty and unease within the organisation.
This incessant disruption can take a significant psychological toll on employees, leading to increased stress, anxiety, and burnout. These conditions undermine motivation, productivity, and overall performance.
There is a misconception that change is always inherently beneficial. On the other hand, a degree of stability is a critical component for fostering a healthy and effective workplace.
To mitigate the adverse effects of constant change, it is suggested that leaders prioritize creating stability within their organisation. This means emphasizing the importance of involving employees in the change process, understanding and honouring existing contributions and structures, and carefully considering the human impact of proposed changes. By doing so, leaders can foster resilience and maintain high performance even amidst necessary transformations.
Leaders need to balance the need for innovation with the equally important need for stability, ensuring that organizational changes enhance, rather than hinder, human performance.
Poorly managed or incessant change can erode trust, diminish morale, and hinder performance. Leaders should carefully consider the human impact of organizational changes and to balance the need for innovation with the equally important need for stability.