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The Manager and Change at Work

The Manager and Change at Work

As a manager, it is part of your job during times of workplace change to see the big picture. If you can communicate the vision that necessitates the change, you’ll go a long way toward motivating your team members to take responsibility for the specific tasks they need to accomplish during the period of change.

During workplace reorganizations, the temptation can be there to basically sit there and wait out the change, resulting in a slump in employee motivation. In a way it makes sense: team members don’t know if the work they do today will mean anything next week. If you have team members who appear to be waiting out the changes, then you have a sensitive situation.

You must continue to use delegation and not give in to the temptation of micromanaging team members who appear to be resisting coming changes. Make it clear that you expect everyone to continue with their work, and lead by example. Your attitude can inspire to your team members.

Your own management development will make a quantum leap once you successfully bring your team from the old way of doing things to the new. Be particularly aware of the skills, strengths, and weaknesses of your team members and assign responsibilities accordingly. Let each team member know his or her role in making the vision of the team’s future into reality.

This is the time when your management communications skills must shine. You can’t make a team member go from being reluctant or skeptical to being optimistic and gung-ho about workplace changes, but you can acknowledge that times of workplace change or reorganization are upsetting and emphasize that you are pushing ahead despite any misgivings.

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