Change is one of the most difficult things you’ll have to deal with as a manager, especially if you know that the changes you have to implement will cause anxiety or dissention amongst team members. Take a look at the following change management scenario:
Imagine that your company has grown successfully and that you are about to open a second branch office two towns over. The new office will be smaller and the corporation does not plan to hire a second office manager until the new location grows. You will now be responsible for both offices.
In order to make the new office function you must split your team in half. They’ve all worked together well for quite some time, but you must now take a look at the team and determine how it is best split. You’ll hire new employees for both offices, but the new office will need to have staff that is already experience as well.
If you were in this situation, what criteria would you use to decide which employees would move to the new office and which would stay behind? What would you do to ensure that all of your employees were as comfortable as possible with the changes? And, finally, what would you do to make sure that your current employees and the new ones you hire are able to work well together?
Leave your thoughts in the comments. I’d love to hear your approaches to this difficult situation!
Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.