Workplace change has always been a constant for organisations but with the addition of a pandemic to the mix, probably the most rapid change programme we’ve all experienced, wellbeing shot up the list of priorities for leaders.
To test my thinking around this, I set out to answer some basic questions about wellbeing in the context of organisation change over a six-month period in 2021. It began with a few conversations and, as themes began to emerge, it led to more discussions and ideas that I thought would be useful for others to hear about too.
As we’ve just passed another Covid-19 milestone and we are facing layers of more instability, what follows are some of the key themes from those conversations that could help make organisation change better for people.
Organisation change has an impact on people’s wellbeing
The CIPD Health and Wellbeing at Work 2021 survey reported that 75% of senior leaders have wellbeing on their agenda, up from 61% on 2020. Given the amount of turbulence we’re continuing to experience, it feels like this is unlikely to drop. The Twist research showed that when change is introduced in organisations it can have a negative impact on people and their wellbeing but focusing on people – rather than systems and processes – can make a difference.
2. Good leadership skills are essential to help people through change
The role of leaders in organisation change was one of the topics mentioned most often in discussion, with conversations ranging from creating clarity to role-modelling and listening skills. Line managers are just as important and they need to be supported, trained and enabled to support change.
3. Remember - we all respond uniquely to change
The pandemic highlighted this – we all react differently to what happens around us and being aware of this is important.
4. Good communication is vital
Thinking about when and how to share news, body language, the words you use… the list went on. Communication was mentioned by everyone I spoke to as part of the research.
5. Recruit for change
Several respondents commented that organisations need to recruit for change adaptability and different perspectives to deal with an increasingly changing world. Making sure we effectively engage younger generations was highlighted in discussion too
6. Learning lessons from a pandemic
We’ve learned so much since March 2020 and the lessons keep coming. Participants mentioned the rapid adoption of different working approaches and technology and connectedness. Reviewing and reflecting on these learnings and taking them forward seems vital.
7. If we need to convince leaders to do more…
The answers to this question were mixed and very insightful. Talking more about the topics of wellbeing and mental health were highlighted as important, as was drawing on advocates inside organisations. Creating and sharing the business imperative and the bottom-line benefits really matter too.
We have a great opportunity to improve how we support people and their wellbeing in times of change – which is arguably needed more than ever.
I’d love to keep the conversation on this topic going, so if you’d like to receive the full report and future updates on wellbeing in change and related events, sign up here.
Thank you to every respondent who shared their ideas, thoughts and suggestions with me last year and to Sonja Nisson, Christian Tait and Helen Lindop too.