Transitions in the Workplace

There are many forms of transitions in life, growing up, moving away from home, getting a job or establishing a career, finding a significant other, having children, new jobs, and retirement.  One place where the most unexpected and unwelcomed change can occur is in the workplace.  Change in the workplace can range from moving from a cube to an office to a complete reorganization.  Most people look at change (or transition) in the workplace as a negative.  Although many times transitions can present themselves as an opportunity for growth and even advancement.  Many transitions don’t even result in much of an actual change in a person’s life at all, although that is the fear – change.  

Think about most people’s reaction to change.  The initial reaction is fear or apprehension.  We don’t like what we don’t know.  If it hasn’t happened yet how do we know it’s going to work for us?   If we have no control over it how will we be ok with it?  In the end, how an organization manages transition will determine its actual effects on the people involved.  Are we going to cultivate the learner mindset or are we going to breed a team who has the judger mindset?  Are we going to take away lessons learned to grow in our career or be set back by finding fault in the change or pointing out issues with no suggestion for improvement?   Are we going to be a pillar for the team and move the company forward or an impediment to growth?

As a people manager understanding how each individual on your team approaches and processes change will have a huge impact on how you proceed with any transition.  Creating a transition plan with all players in mind and what their roles should be will inevitably be a more successful approach.   Understanding the purpose, creating a picture of success, developing a plan of attack, and giving everyone a part to play in the transition is crucial.  Understanding the purpose also requires being able to explain it so all members of the team can understand the goal.  Creating a picture of success will illustrate to the team what the positive outcome of a successful transition looks like.  And having a clear plan in place helps everyone navigate the transition path; it keeps everyone on task.  Finally, giving everyone involved a part to play in the transition creates an environment of inclusiveness.  Team members have a vested interest in making the transition work when they are a part of the solution.  

As accomplishments are made, the plan comes to fruition.  Celebrate the successes!  Be sure to build in quick successes to give the team confidence throughout the transition.   Confidence breeds success.  As milestones are achieved reward the team.   Small gestures go a long way to achieving success.  

And, once a transition has been successfully completed, don’t stop there.  A new beginning should be established and continued to be reinforced.   If the new beginning means a new identity – try establishing a logo or using a new company motto.  Identify with the new remaining entity and acknowledge everyone who plays a part in that success.  Transitions don’t have to be a negative experience if they are managed properly and approached thoughtfully.  

Interested in learning more about how Kaplan can help your organization? Visit Kaplan’s Accounting CPE and Professional Development Programs.