Adapting Grief Cycle to Change
- Denial, ie reacting to the threat to the status quo, eg 'Surely they aren't really going to go through with it!!'
Communications is pivotal at this stage as people need to understand what is happening. Frequent communication is vital but don't overwhelm with too much information; make access to information easy and convenient; answer all questions raised.
- Anger, ie as reality sets in, people are concerned with the threat to the status quo and fear the resulting impact, eg 'What a waste of resources (time and money)!!'
This is the danger zone, especially if badly managed as the organisation could descend into crisis or chaos; anticipate both the impacts of change and the concerns people have about it; address any issues early with clear communications and support; be prepared as handle the unexpected.
- Bargaining, ie a flow on from the anger, eg how will I do my other jobs and duties; how will I be compensated for the extra work?
"...This stage should allow negotiations around new job expectations. People are beginning to deal with anger and fear..."
Elizabeth Scott et al, 2017
Encourage people to express their concerns as they are trying to understand the change and how a scanner will affect their jobs; help people transition from the current situation to better embrace new responsibilities
- Depression, ie part of the transition from dealing with their emotional reactions to accepting the change; is this really happening and is there anything I can do about it?
Part of the process transitioning from reaction to acceptance; people are coming to terms with their 'hang-ups' and letting go
Need to provide opportunities for people to make this transition and continue to communicate the benefits of the change
- Acceptance, ie stop focusing on what they have lost; turn their attention to testing and exploring what the changes mean and how they must adapt, eg well, this is how it is and it isn't really that bad!!
This is a turning point, ie people are exploring the impact of the change and accepting it; as early as possible, encourage people to experience the opportunitiest that the change will bring.
As this can take time, don't be too demanding and encourage people to explore the changes in our own time
- Action or Moving on, ie embracing the change and building the new norm, eg this new way of doing things is better we did in the past; I now can see how I can make it work for me and the organisation.
As a positive benefits of the change become apparent, take time to celebrate successes; highlight achievements; use your accomplishments as a baseline for the next change.