DISCUSSION
2
Discussion
Change impacts, everyone, whether it’s a simple staff restructuring or a major merger.
Change is a key component of growth and advancement, and with organizational change
management, people assist a seamless transition into a new age of the company. During
implementing such change, some challenges faced by employees are conflicts, lack of
communication, resistance, and failed embrace. Change might evoke emotions such as
uncertainty and worry and make employees feel frustrated. Conflict is a regular unintentional
outcome, thus they responsible as a leader for helping employees solve problems. Similarly,
Users can break through if they neglect to disclose any changes. Speculation, gossip, and a
lack of confidence will make it difficult for employees to embrace change, particularly if they
are uneducated about what they need. Naturally, people oppose change since they are used to
the security of the present surroundings. There is no place for future progress when they get
too comfortable in the present. Resistance needs to be tackled psychologically to eliminate
conduct hurdles that limit his development[ CITATION Sto185 \l 1033 ].
Moreover, develop a communication strategy to deal effectively with such difficulties.
Although all employees should be brought on the change journey, they must explain the
change in the first two phases. Determine for the group or person the most efficient ways of
communication. The communications strategy should contain a schedule for the progressive
communication of the change, key themes, and the channels and media that they plan to
employ. Similarly, the workers must know that they get training, organized or informal, with
the message of change in the open to impart the skills and knowledge necessary to work
productively through the transition. A range of microlearning modules online or a mixed
learning process that includes face-to-face training, on-the-job coaching, and mentoring may
consist of training[ CITATION App172 \l 1033 ].
