7 Best Ways to Handle the Pressure of Organizational Change 

7 Best Ways to Handle the Pressure of Organizational Change 

What is Organizational Change? 

Organizational change refers to purposeful shifts in an organization’s structure, processes, or culture to conform, improve, or respond to internal or external influences. It circumscribes strategic modifications that impact how an organization operates, interacts, and achieves its goals, aiming for enhanced efficiency, innovation, and overall effectiveness.

Strategies For Managing Organizational Change

Organizational Change


    • Activate Leadership

To navigate organizational change, activating strong leadership is paramount. Leaders set the tone, aligning teams, and championing the change vision. Their guidance fosters clarity, motivates employees, and instills confidence. Effective leadership drives successful adaptation, ensuring a smoother transition and fostering a culture of resilience and growth.


    • Put People First

Prioritizing people is fundamental for success. Placing individuals at the heart of decisions, fostering their well-being, growth, and collaboration, creates a thriving environment. By valuing and supporting your team, you cultivate loyalty, innovation, and a united workforce, propelling both personal and organizational achievements.


    • Understanding the Process of Change

Comprehending the process of change is pivotal. It involves recognizing the need for change, planning its implementation, and navigating resistance. Embracing uncertainty and fostering open communication aid transition. Adapting strategies as challenges arise ensures a successful evolution, fostering growth, innovation, and organizational advancement.


    • Understanding the Forces of Change

Understanding the forces of change is essential. Internal factors like innovation and external factors like market shifts influence change. By analyzing these forces, organizations can anticipate trends, adapt strategies, and remain competitive. This insight guides proactive decision-making, enabling successful navigation of evolving landscapes and achieving sustained growth.


    • Prepare a Plan

Understanding the forces of change is essential. Internal factors like innovation and external factors like market shifts influence change. By analyzing these forces, organizations can anticipate trends, adapt strategies, and remain competitive. This insight guides proactive decision-making, enabling successful navigation of evolving landscapes and achieving sustained growth.


    • Empower Employees through Communication

Empowering employees begins with effective communication. Sharing information, goals, and expectations fosters a sense of ownership and engagement. Open dialogue encourages ideas, boosts morale, and creates a collaborative atmosphere. By valuing their input and ensuring transparency, organizations cultivate motivated teams poised for innovation and success.


    • Avoid Roadblocks

Navigating success requires adeptly avoiding roadblocks. Identifying potential obstacles, such as resistance or inadequate resources, enables proactive planning. Flexibility, creative problem-solving, and clear communication are vital. By sidestepping hindrances, organizations ensure smoother progress, optimize efficiency, and achieve their goals with resilience and determination.

Aims of this module 

To help organizations, managers and employees: 


    • Be inclusive and prepared for change. 

    • Improve skills to cope, manage and manage change. 

    • Create attitudes and strategies that accept and anticipate organizational change. 

    • Encourage emotions, thoughts and behaviors that perceive and embrace change as a reality and positive opportunity. 


At the end of 1980, when national organizations felt for the first time the dramatic effects of business changes, many theories and systems were promoted following intense studies to estimate the impact of change and predict long term results in the workforce as an entire.  It was concluded that change is inevitable, and therefore companies must train their staff, not only to face and manage change, but also to anticipate continuous change in the future. 

Work forces today must face and manage change. They must promote tools and strengths within the workplace that develop “preparation of change” and adaptation to all levels of personnel. 

Adaptation in this context is more than an attitude; It is a behavioral ability that influences the person, organization and the future.  Individuals who have been more successful in changing trading are those who see and embrace change as a catalyst to get positive results. 


    • Adaptation is created within people as they learn skills, knowledge and self-esteem than their new positions and / or responsibilities. 


    • The adaptation is modeled by Administration and Organization, as they provide leadership and the project is a positive corporate vision for the future. 


    • Adaptation is maintained through constant communication and negotiation between management and personnel compared to opportunities for professional growth and expansion in the changing work environment. 

Manage the loss of some control elements: 


    • Increase communication and provide dialogue opportunities as new systems replace old ones. 

    • Involve staff in managing current changes and / or preparation of changes and / or preparation for further organizational changes. 

    •  Help employees in managing your exchange experience that develop appropriate short-term plans. 

    • Provide the leadership for troubleshooting, but involve all personnel in problems management strategies (ask them to help with the process of change because they are problematic solvers instead of problems identifiers).  

    • Encourage staff (including management) to be visible and participate in the organization’s aid process to resolve the details of the control (the administration must not be enclosed as enclosed in its offices or disconnected during meetings).  

    • Administration of the loss of safety sense: provide calendars for members of the department, office and individual staff members (to allow them to see where they adapt to general changes). 

    • Creating a climate of stability by answering as many questions as possible. 

    • Working with angry or discontent staff One On One (not in a group environment). 

    • Discourage negative forecasts or scenarios that are not based on facts and realities; Keep individuals responsible for their words or their negative behavior. 

    • Increase the expectations of you and other staff to address changes and maintain an effective and progressive company, but at the same time, be realistic with respect to the ability to satisfy expectations during change.  

    • Being in advance with the news “Bad” and respecting the rights of people who should initially bother with him: most people prefer to go to a manager who was sincere and respectful than someone who felt was deceptive or false. 

The administration of loss of optimism: 


    • Provide positive scenarios of the staff regarding the best and the worst thing that could happen. 

    • Personal help to realize that they themselves are part of the destiny of the organization and can have a positive effect on the future result. 

    • Encourage staff to draw up their own professional plans regarding their goals and objectives during change and subsequently. 

    • Allow staff to recognize the importance of their values and initiatives in their personal up-to-date work and encourage them to examine how their personal / professional values have a place in the work configuration (for example, honesty , loyalty, pride in their work, etc.).  

Provide personal and professional tools for revitalization and integration in the newly emerging workplace. 


    • Allow the staff to recognize that they have already passed through other changes in their lives. Help them see that current change can have dynamic similar to other changes that have experienced and ensure that they already have tools to help deal with change, such as: 

    • The ability to advance beyond their emotions, thoughts and negative concerns like them. Decisions about your future. 

    • The possibility of seeing change as a continuous process that requires maintaining stability while navigating the waters that change.  

    • The ability to cry and deal with past losses, as well as looking for new opportunities and dealing with the future with positive expectations. 

    • The ability to tackle stress, anger and frustration in healthy and productive ways, using the many resources available for them. 

    • The ability to maintain professional and adequate behavior at the workplace at any time to ensure its future success. 

    •  The awareness that change can be a demanding and difficult experience for them, but this change is “normal”, often difficult, and is experienced by most employees today. 

 Create a reliable environment, stability and trust: 


    •  Plan structured in weekly meetings that focus on future needs, goals and decisions. 

    •  Limit the negative interactions that undermine relationships and create fear and confusion. There may be cynical or pessimist attitudes for employees, but should not be updated at work through words or actions. 

    • Intervene quickly and effectively to resolve conflicts and disagreements. 

    • Encourage problem solving strategies and start brainstorming techniques and conflict resolution.  

    • Provide frequent updates of the current company status to show where the organization was, and where it is directed. Progress reports are encouraging. 

    •  Make sure all support services and resources are understood and accessible. 


Tips to effectively manage the 


    • Change of one thing at a time and take your time while moving through change. 

    • Learn to accept what you can’t change and create temporary or permanent solutions whenever possible. 

    •  Recognize the source of your discomfort with change and find constructive exits for stress. 

    • Avoid the use of alcohol and drugs to mask feelings. 

    • Explore the positive side of the change and is involved in the scan options.  

    • Expand interests and make positive options compared to your future. 

    • Use transitions to get new skills and ideas and let your behaviors change your attitude. 

    • Rediscover your values and convictions and return them to the situations of your life. 

    • Speak your concerns and listen to ideas, opinions and suggestions from others. 

    •  Create a personal action plan with specific ideas to address the changes

Leave a Reply

Your email address will not be published. Required fields are marked *

© 2021 | Antarmanh Consulting Pvt. Ltd | Designed and Developed by Enliten IT