why does change happen in a business environment

Employees have fears about job status; they wonder if hey will still have a job or not. Too many changes or processes happening at once cause instability. Skills built and trainings undertaken may become obsolete, no longer be needed for the changed working practices, which may create frustration and waste time and money. Emotional stress and uncertainty may lead to decreased performance. Employees may worry that they may be asked to work with people they don't get along with, or lose existing relationships with colleagues or teammates. Employees may be afraid of having to learn new skills. Employees may lose their self-confidence and become confused about the purpose of their duties, have low self-esteem, or lose their sense of belonging. Employees may feel anger, resistance to change, and loss of motivation when changes are implemented. Employees may leave, and as a result, the organisation will lose experienced candidates. It can be expensive to implement changes. Employees may feel threatened and insecure about their jobs and this can lead to low performance. People may lose their self-confidence and become confused about the purpose of their duties, have low self-esteem, lose their sense of belonging. People may feel Anger, resistance to change, lack of motivation when changes are implemented. Sometimes employees may leave, and as a result, the organisation will lose well experienced candidates.


Employees may feel threatened and insecure about their jobs and this can lead to low performance.
Any business in today's fast-moving environment that is looking for the pace of change to slow is likely to be sorely disappointed. In fact, businesses should embrace change. Change is important for any organization because, without change, businesses would likely lose their competitive edge and fail to meet the needs of what most hope to be a growing base of loyal customers. Without change, business leaders still would be dictating correspondence to secretaries, editing their words and sending them back to the drawing board, wasting time for all involved. Change that results from the adoption of new technology is common in most organizations and while it can be disruptive at first, ultimately the change tends to increase productivity and service Technology also has affected how we communicate. No longer do business people dial a rotary phone, get a busy signal, and try again and again and again until they get through. No longer do business people have to laboriously contact people, in person, to find out about other people who might be useful resources - they can search for experts online through search engines as well as through social media sites.


Today's burgeoning communication technology represents changes that allow organizations to learn more, more quickly, than ever before. Customers who were satisfied with conventional ovens many years ago are sometimes impatient with the microwave today. As the world evolves, customer needs change and grow, creating new demand for new types of products and services -- and opening up new areas of opportunity for companies to meet those needs. The economy can impact organizations in both positive and negative ways and both can be stressful. A strong economy and increasing demand for products and services will mean that companies must consider expansion that might involve the addition of staff and new facilities. These changes offer opportunities for staff, but also represent new challenges. A weak economy can create even more problems as companies find themselves needing to make difficult decisions that can impact employees' salaries and benefits and even threaten their jobs. The ability to manage both ends of the spectrum are critical for organizations that want to maintain a strong brand and strong relationships with customers as well as employees. Change is important in organizations to allow employees to learn new skills, explore new opportunities and exercise their creativity in ways that ultimately benefit the organization through new ideas and increased commitment.


Preparing employees to deal with these changes involves an analysis of the tools and training required to help them learn new skills. Training can be provided through traditional classroom settings or, increasingly, through online learning opportunities. Importantly, organizations need to do a good job of evaluating employees' capabilities and then taking steps to fill the gaps between current skills and the skills required to respond to growth. Simply asking the question "Why? " can lead to new ideas and new innovations that can directly impact the bottom line. Organizations benefit from change that results in new ways of looking at customer needs, new ways of delivering customer service, new ways of strengthening customer interactions and new products that might attract new markets. New employees joining an organization are especially valuable because they can often point to areas of opportunity for improvement that those who have been long involved in the company might have overlooked. But even existing employees should be encouraged to question why things are done a certain way and look for new ways to get work done faster, better and with higher levels of quality and service.

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