Stages of organisational change

Everyone knows the stages we go through during periods of change. Not only as personal experience but also in the company. The first impulse during change tends to be euphoria because everyone wants something to change. However, shock takes its place quickly since change is all well and good but please not for me!

After the state of shock, much energy is spent on proving that everything is good the way it is and always has been. We call this stage denial. Once it is evident that the change is consequential, the organisation falls into a depressive state. Only then, can change be achieved slowly but steadily, followed by acceptance.

Not everyone experiences the stages of organisational change at the same time. Most of the time, management goes through all stages earlier and is subsequently also the first to experience an upward trend. The next level of affected follows staggered, depending on the communication.

How grave the fluctuations are and how long each stage lasts depends a lot on whether the change process is guided and controlled. The fluctuations and stages cannot be avoided. However, their effects can be absorbed and dampened.

Each change process affects productivity. More severe changes will result in productivity drops that have a more significant impact. Here as well, the guidance of the change process is crucial to reducing the impact successfully and gaining more control over it. A sound change process never loses sight of this aspect.