家具企业转变促成的基本概念.pptVIP

* As people transition through the ending phase feelings vary greatly, from the excitement and anticipation of a new world, to the frustration and reservation of relinquishing something “familiar.” Common emotional responses in the ending phase include: uncertainty denial frustration anger sadness reservation apathy or lack of interest anticipation excitement The first reaction to new change is frequently a feeling of uncertainty or even denial. Change brings about a period that forces people to let go of the familiar, something comfortable, the predictable. Furthermore, people, during this phase, are often very focused on the personal impact the change may have on them. * Now that we understand what change feels like in the ending phase, it’s important to understand how to recognize it in the behaviour of employees. Some common behaviours include: -increased absenteeism -public or private withdrawal -decreased involvement in group activities -public or private grieving -sabotage or displaced aggression -inconsistent productivity levels -disrupted sleeping and eating habits -increased questioning by employees -greater need or urgency for information * There are some key strategies to support and enable people to more effectively navigate through this phase. These action steps should be used where appropriate, recognizing that different action steps will apply to different situations and different individuals. 1. Provide Employees With Information Identify for your employees : what is changing and why what the effects will be who is going to be affected 2. Explain What to Expect Define what’s over and what isn’t. 3. Treat the Past With Respect Present innovations as developments that build on the past. Honour the past for what it has accomplished, never denigrate. 4. Expect and Accept Signs of Emotion Expect that when people go through change that they may be upset or “emotional”; if you suppress these feelings or encourage people to move ahead, you wi