Change is like moving houses. You’re excited about the shiny new space, but suddenly visualise yourself in knee-deep bubble wrap, rows of cartons staring at you while you are wondering “Where does this even go?”
Sounds familiar? That’s change for you—messy, chaotic, and surprisingly emotional.
When I recently moved houses, I was prepared for physical exhaustion but wasn’t prepared for the mental fatigue it brought with it. Every little thing—choosing where the newly bought red rug should live, figuring out the best spot for TV, even adjusting to how the sunlight streamed in differently—felt overwhelming. That mental fatigue made me think — even when change is good, it can be extremely overwhelming.
Now imagine scaling that feeling to an entire organisation. Change management in an organisation is like asking a hundred people to relocate at once.
Organisational change is like unpacking a box labeled “miscellaneous”—you know it’s important, but it’s also maddeningly messy. Whether it’s adopting a new tech platform, relocating to a swanky new office, or merging with another company, the parallels are uncanny. The stakes are higher, the ripple effects broader.
But here’s the good news: much like unpacking boxes, managing change gets easier with the right strategy.
Why does change bring chaos?
Why does change feel so overwhelming? It’s simply because people love familiarity. That is why we have favorite spots in the office floor, morning routines with colleagues, and “the usual” near the coffee machines. Familiarity is our brain’s autopilot—it keeps us calm and gives us a sense of control.
But when change overtakes familiarity, it tosses all that calmness out of the window. Suddenly, you see your colleagues and team members feeling floundering, trying to recreate a new normal. That’s where change management swoops in like the knight in the shining armor. Communication leaders play the critical role of arming the knight with empathy, planning, and a dash of humor.
Step One: Find the Familiar
The human brain tries to find familiarity to feel safe. So, when change disrupts that zone, the first order of business is to create a sense of familiarity. For organisations, this means helping employees make sense of the new set up—whether that’s new leadership, technology, or office dynamics. Here’s how:
- Leadership Changes
Think of a new leader as a shiny new armchair—different design, same function. To make it “fit,” you need to build trust. Transparent communication is your go to tool for this. Hold town halls, schedule one-on-one meetings, and let the new leader share their vision. The more approachable they seem, the quicker people will warm up to their leadership.
- Office Relocations
Moving to a new office is like being in a new city without a travel map. In such situations, ensure that people get the required time to orient themselves to the new place. Organise tours, welcome kits, or scavenger hunts! This will ensure employees find their footing. Familiarity breeds comfort, and comfort fosters productivity.
- Technology Upgrades
Remember the first time you tried to connect to Wi-Fi in your new home? Frustrating, right? New tech in the workplace feels the same. Workshops, cheat sheets, and one-on-one support sessions are the training wheels employees need to ride confidently through the digital change.
- Restructuring or Mergers
When two teams come together, it’s less “happily ever after” and more “awkward first date.” Icebreaker activities, shared goals, and open dialogue can turn strangers into collaborators. Employees from different teams need to think of it as mixing batter for a cake—you need time and patience to create something delicious.
Step Two: Expect the Wobbles
Change is rarely smooth sailing—it’s more like learning to ride a bike. At first, you wobble, maybe even crash. But with enough support (and the occasional Band-Aid), you start pedaling with confidence.
As communication leaders, it’s your job to advise the leadership and top management on how to hand employees those training wheels. Be there with consistent communication, a clear vision of the “destination,” and plenty of encouragement.
Step Three: Embrace the Possibilities
Once the dust settles and the Wi-Fi is finally working, change reveals its true nature: opportunity. It’s a chance to innovate, grow, and see things differently—whether it’s a better workflow, a stronger team, or a sunnier workspace.
Internal communications professionals are the architects of this transition. Like any great moving crew, they smooth the rough edges, unpack the anxieties, and make the new space feel like home.
So, whether you’re moving into a house or leading a team through organisational shifts, remember this: every box you unpack, every adjustment you make, gets you closer to something better.
And maybe, just maybe, you’ll find the perfect spot for that red rug after all.
The views and opinions published here belong to the author and do not necessarily reflect the views and opinions of the publisher.
Problem-solving for leaders is her superpower, and communication is her strategic tool of choice. As a student of human behavior, she brings deep understanding of people into solutions, crafting communication that inspires action.
Be the first to comment on "The Art of Moving Forward: Navigating the Chaos of Change Management"