Change - Accept the Loss of Productivity

One reason why people do not like change is that they will loose productivity when going into a change or transformation. A change is like stopping the car, looking back evaluating the distance traveled, before hitting the road again in a slight new direction. The stop causes an emotional discomfort, \"knowing\" that if you would have continued you might have reached your destination earlier.

One of the first steps of managing an organizational change is to question the current organization, this includes the way to manage the organization. During or before this step the change manager will have to think how the organization could be changed best, what to change and why. To target a new goal. (this step is normally called the unfreeze)

When people get immersed in such an organizational change they will have to let go previous (or current) working methods. Once employees hear about a possible change, they will understand that the current method is going to change, which will lead them to be less focused and committed -- it will change anyhow, they will think.

Such an attitude will results in a loss of productivity.

As everybody will notice this effect of lower-productivity, the pressure to finish the change will increase. But dont let you influence by this stress to deal with important issues during the change. A period of change is -- if you are in it -- often a choice. And any choice requires a follow-up. You should be aware that this takes time. It is better to reserve this time and start with a new solid situation than that you are left with a new situation together with all kinds of open ends.

This will make the refreeze more difficult. If there is not enough time to reserve for the change, what will happen is that the visible elements of the change will get most attention (a new organizational structure, a new job title), the invisible things will be neglected (a new working method, a new attitude).

Of course it is possible to catch-up later, but than a new pressure will arrive, that to get productive again. And likely the projected change will raise less effect (the refreeze will fail). This is however more difficult to measure; to what extent the change has been successful.\r What is measurable however is the amount of commitment for the change. Each step in the change process requires time and dedication. The loss of productivity stopping the car should be calculated (planned) in advance. Without really stopping the car, you are not likely to change directions either.

2007 Hans Bool

Hans Bool writes articles about management, culture and change. If you are interested to read or experience more about these topics have a look at: Astor White or sign-up for our newsletter.

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