Used to describe the
Used to describe the experience of grief. It can be applied to many experiences of change. Understanding these steps can therefore help you better manage your employees' reaction to organizational change. Denial Refusal to believe is a spontaneous reaction to information that a person does not want to hear. Anger When an unwanted change is forced on a person, anger is natural. Negotiation People may try to pressure for a compromise to avoid having to accept the change in its entirety. DepressionIf employees are upset by the change and feel hopeless, they can enter a phase of depression. Acceptance Lebanon Phone Number DataWhen people realize that there is no other option, they come to accept the situation. Ideally, your approach to change should take these potential feelings into account and prevent your employees from experiencing the worst of them. 8. The Satir change management methodology Created by family therapist Virginia Satir, this model is based on trends she has observed in the way families
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experience change. But as with Kübler-Ross, it can also be applied to changes in the company. The end of the current situation Your position at the start of the change. Resistance This is a natural reaction of many people when a change is first introduced. Chaos It occurs when change begins to be implemented and there is still confusion and resistance. Integration When productivity begins to stabilize, suggesting general acceptance. New status quo As employees settle into the new normal. How to choose a
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