How To Cope With Big Changes At Work (And Learn To Embrace Them)

Change can be overwhelming, especially when it comes suddenly. Working in a large organisation, it’s also unavoidable. Here’s how to cope with big changes at work and roll with them, and some good change management practices to help… 

By Olivia Mulligan 

@by_oliviamulligan 

Change can be disconcerting. Whether you’re down-to-earth and go with the flow or are easily overwhelmed and anxious, nobody really likes change. Change is to alter or modify something, or to replace it entirely, and it is often a product of the unknown. After all, you never know when it’s going to happen. 

In the workplace, changes happen all the time. Especially in larger companies and organisations where there is a multi-layered employee hierarchy. These can be good or bad, big or small. But it’s usually the big changes that have the power to overwhelm us. Let’s look at managing change in the workplace, and how to handle changes ourselves as well as delivering them effectively. 

Why do we fear change? 

First, it’s important to take a step back and look at change in general. Why is it that we tend to fear changes happening in our lives? 

From a top level, it’s because change generally cannot be predicted. Even the weather forecasters often get it wrong – think of all those times you’ve gone out without an umbrella and the weather has taken a turn for the worse! 

We also tend to be reluctant towards change because we assume that it will directly and negatively impact us. Perhaps we think it will threaten our chances of achieving something or will make another change we were hoping for, less likely to happen. 

Maybe we’re not fond of change because in most cases, we don’t choose for it to happen. 

Richard Carlson, American psychotherapist and motivational speaker, addresses this in his best-selling self-help book Don’t Sweat the Small Stuff… and it’s all Small Stuff.  

Though originally published in 1997, the book is incredibly insightful and relatable today, with 100 bite-sized chapters on how to become a more peaceful person and not make small issues into larger ones. 

Point number 65 is ‘Be Flexible with Changes in Your Plans’, and in it, Carlson says: 

“There are countless potential examples for all of us – times when our plans suddenly change, something we thought was going to take place doesn’t, someone doesn’t do what they said they would do, you make less money than you thought you would, someone changes your plans without your consent, […]. The question to ask yourself is, “What’s really important?” 

This just goes to show that change in the workplace is to be expected. In a busy work environment, nobody is going to seek your approval before making a change – unless if maybe you hold a senior title. 

Nobody really owes you anything when considering changing the business’ structure, or implementing a new process that should benefit everyone. 

Later on, in point number 96, ‘Be Open to What Is’, Carlson goes on to say that only by accepting the truth of what is can we become a more relaxed, peaceful person: “This idea is so important because much of our internal struggle stems from our desire to control life, to insist that it be different than it actually is. But life isn’t always (or even rarely is) the way we would like it to be – it is simply the way it is.” 

So, it follows that the first thing you can do to deal with big changes at work is to accept them. They are going to happen, and there is generally nothing we can do about them.  

Types of changes at work 

In most workplaces, regardless of industry or sector, there will be a few different types of potential change. 

Indeed.com, a leading online platform for job seekers and recruiters, summarises seven types of change in the workplace: 

1. Technological 
2. Structural 
3. Cultural 
4. Operational 
5. Adaptive 
6. Reactive 
7. Anticipatory 

Most of these speak for themselves, though there are a few common ones that often prove difficult changes for many of us. 

Technological changes may involve the introduction of new systems and software to help companies keep up with the industry. These can often be overwhelming for anyone no matter how well-versed you are in tech, and often involve a period of learning before feeling comfortable using them. 

Sometimes industries can go through seismic shifts based on demand and culture too, forcing professionals such as Jeff Derderian to reach new audiences through developing broadcast media.

The best thing you can do in these cases is to ask questions about the new software introduced and seek out training resources to help with the transition for you and your colleagues. 

Structural changes are very common in larger organisations, with people frequently moving teams or, alternatively, moving onto other companies. This may be a change in management, for example, which can often feel overwhelming for those within the team they manage. 

What was once a clear outline of processes and strategies could change altogether with new management, which can often leave employees feeling confused or a little concerned about what comes next. 

How to deal with big changes at work 

Dealing with sudden changes in your life is overwhelming and daunting, especially in the workplace when you don’t have as much time to process or get used to it. So how do you adapt to changes at work? 

Here are our top tips for change management: 

1. Accept the change has happened – whether or not it was something you expected, or wanted 
2. Try to see the benefits in the change that has happened. After all, as one door closes… 
3. Focus on your own personal development and use this change as an opportunity to do a self-check-in and assess whether you are meeting your own goals 
4. Confide in a trusted friend or family member and talk to them about how this change has made you feel in order to process it better and gain alternative perspectives 
5. Try some self-care techniques to help you relax such as meditation, reading, exercise or journaling 

These are just some of the ways you can manage change effectively. Let’s not forget that you also have the right to ask questions at work about any changes that have occurred that impact you as an employee. 

Change management as an employer 

If you’re in the position where you are about to create a big change for your employees, there are also a few things you can do to ease the delivery and make sure your team is supported. 

The three C’s of change management may help here. Though there are different versions of this, Crestcom International defines these as: 

1. Communication 
2. Collaboration 
3. Commitment 

Communication goes without saying, and it’s important to make sure your employees are kept in the loop as regularly as possible. This will help set expectations and ease any anxieties your employees may have. 

As for the other two, these are about how you implement any changes and get your team on board with them. No matter how big or small the change, asking your employees their thoughts and opinions can go a long way in making them feel valued, trusted, and at ease. 

We hope you feel well-prepared to go out and face any changes that may be happening in your work life right now. It may feel overwhelming right now, or frustrating, but remember – change doesn’t always have to be bad. 

And to help you remain positive, trust that you are where you are meant to be right now and that everything will work out! 

---