3♠️ Product portfolio paradox: Balancing growth and profit 

One of our most onerous duties as a business leader is to make the right decision for the business, even if it has negative consequences. These changes may include layoffs, restructuring, mergers, or acquisitions. While these decisions may be necessary for the long-term health of the business, they can be emotionally taxing for those affected.

Personal Context:

Throughout my career, I've witnessed firsthand the challenges that employees face when dealing with significant organisational changes. Understanding the emotional journey they go through has been invaluable in developing effective strategies to support them during these transitions.

Problem or Challenge:

Many business leaders struggle to effectively support their employees during times of change. They may underestimate the emotional impact of these transitions or fail to provide the necessary resources and support. This can lead to decreased morale, productivity, and employee engagement.

Complexities:

Addressing this problem requires a deep understanding of the emotional journey that employees go through during change. It's important to recognise that individuals may react differently, and their experiences may vary depending on factors such as personality, personal circumstances, and the nature of the change.

Solution

Making difficult decisions that impact employees can be challenging. While it's essential to prioritise the overall health of the business, it's equally important to support individuals affected by negative changes.

The Kubler-Ross change curve outlines the emotional stages people often experience when facing adversity. Understanding this curve can help you provide appropriate support to your team.

The stages include denial, frustration, depression, testing, decision-making, and integration. During the challenging stages of depression and testing, offer professional support and guidance to help your team navigate the transition.

By providing support and understanding, you can help your team cope with negative changes and potentially find new opportunities. Remember, while you may have made the right decision for the organisation, it's crucial to address the individual impact.

To effectively support your team through change, consider the following strategies:

1. Communicate openly and honestly: Provide clear and timely information about the change and its implications.

2. Empathise with your employees: Acknowledge the emotional impact of the change and offer support.

3. Provide resources and training: Offer resources to help employees cope with the change, such as counselling, workshops, or job training.

4. Involve employees in the process: Give employees a voice in the change process to help them feel more empowered and involved.

5. Recognise and reward resilience: Acknowledge the efforts of employees who demonstrate resilience and adaptability.

6. Offer career development opportunities: Help employees identify new opportunities within the organisation or explore external options.

Benefits:

By implementing these strategies, you can:

• Improve employee morale: Help employees cope with the emotional challenges of change.

• Enhance productivity: Maintain a positive and productive work environment.

• Strengthen employee engagement: Foster a sense of loyalty and commitment.

• Reduce turnover: Retain valuable employees during times of change.

• Build a stronger organisational culture: Demonstrate a commitment to employee well-being and development.

Why it Works:

Understanding the change curve and providing appropriate support can help employees navigate the emotional challenges of transition. By addressing their needs and providing resources, you can create a more positive and supportive environment that fosters resilience and adaptability.

Measurement:

To measure the effectiveness of your support efforts, track metrics such as:

• Employee satisfaction: Conduct surveys to gauge employee morale and satisfaction.

• Productivity: Monitor changes in productivity and performance metrics.

• Turnover: Track employee turnover rates.

• Employee engagement: Assess employee engagement through surveys and other measures.

Conclusion:

Supporting your team through change is essential for maintaining a positive and productive work environment. By understanding the emotional journey that employees go through and providing the necessary resources and support, you can help them navigate these challenging times and emerge stronger. Remember, your employees are your greatest asset, and investing in their well-being is an investment in the long-term success of your organisation.