When I was in college, I worked as a student assistant at the same institution. At the time, the administration was led by a Board of Directors who according to the employees genuinely cared about their well-being and this resulted in a motivated and hardworking environment. During my second year, the old administration stepped down and the new board, made up mostly of their children took over. I noticed a shift in how the employees behaved which made me think about how leadership changes can affect a workplace.

When new leadership steps in, most of the structure changes—management styles, expectations, and communication methods. This often leads to uncertainty or adjustment among employees. While some were excited about the fresh direction, there was also a lot of anxiety, especially among the tenured instructors and staff. They were curious about how the new management would handle things and whether the supportive environment they were used to would continue. Understanding employee reactions to leadership changes involves considering basic psychological principles. Resistance to change is natural, especially when new leadership disrupts familiar routines and expectations.

Employees gradually adapt to the new leadership style, but the changes can lead to noticeable shifts in productivity, morale, and collaboration. I observed that some long-time employees were demoted, particularly those close to retirement age, and many eventually chose to resign. The new leadership prioritized bringing in people with a more modern mindset and stronger technological skills. While this approach is forward-thinking, it caused a decline in trust among the existing staff. Over time, the workplace settles into a new routine as employees adjust to the new leadership. The initial shifts in behavior, like heightened stress or enthusiasm, either become the norm or gradually fade away.

Reflecting on the process, the situation might have been better managed if the leadership had supported and retrained current employees, helping them adapt to the new direction rather than pushing them out. Open communication and offering growth opportunities could have preserved morale and trust during the transition. Understanding what worked and what didn’t helps shape a healthier workplace culture moving forward.

To effectively manage organizational change, leaders need to be equipped with strategic knowledge and practical strategies. So, here are some tips that can help leaders with organizational changes:

1. Communicate Clearly and Often. During times of change, uncertainty can create anxiety among employees. A leader should provide clear and consistent communication about what’s happening, why it’s happening, and what it means for everyone involved. Regular updates, even if there’s no new information, can help reduce uncertainty and keep everyone on the same page.
2. Involve Employees in the Process. People are more likely to support changes they’ve had a hand in shaping. Leaders should seek input from employees at all levels to ensure they feel valued and heard. This approach not only fosters buy-in but also brings diverse perspectives to the table, potentially uncovering better solutions.
3. Provide Support and Training. Change often requires new skills or adjustments to how things are done. Leaders should ensure employees have the resources, training, and support they need to adapt. This might include workshops, one-on-one coaching, or simply making time to address concerns and questions as they arise.
4. Lead by Example. Employees look to their leaders for cues on how to behave during change. A leader should demonstrate the attitudes and behaviors they want to see in their team, whether it’s adaptability, openness to new ideas, or a positive attitude. This sets a tone of confidence and commitment that can be contagious.
5. Celebrate Small Wins. Change can be daunting, so it’s important to acknowledge and celebrate progress along the way. Recognizing small victories keeps morale up and reinforces that the organization is moving in the right direction. This positive reinforcement can help sustain momentum throughout the change process.

Conclusion

Leadership changes play a significant role in shaping workplace behavior and culture. When leaders change, they bring new perspectives and approaches that can greatly influence how teams interact and perform. Strong leadership creates a positive work environment where employees feel valued and motivated. It’s essential to embrace these changes and remain flexible, as adapting to new leadership styles can help maintain a healthy and productive workplace.

As a future practitioner in instructional design, I’ll focus on developing practical solutions to address specific workplace challenges. If a company undergoes a leadership change, I could create a training program that helps employees understand the new management’s priorities and adjust their daily tasks accordingly. Suppose the new leadership values innovation; I will design activities that encourage creative thinking, allowing employees to explore fresh ideas in their work. This way, the training helps employees adapt to changes and fosters a culture that aligns with the new direction.

references:

BAKER, C. (2022, December 16). What is Organizational Change and Why Does it Matter? Leaders. https://www.leaders.com/articles/leadership/organizational-change/

Walkme Team. (2021, December 7). Organizational Behavior Management vs. Change Management: What’s the Difference? Walkme| The Change Management Blog. https://change.walkme.com/organizational-behavior-management/#:~:text=Organizational%20behavior%20management%20focuses%20on%20achieving%20results%20through%20behavioral%20change,procedures%2C%20tools%2C%20and%20people.