If you’re leading a change in your organization, you’ll be confronted with a variety of challenges. One of the most common challenges is dealing with the perhaps not so enthusiastic reactions of your employees about the changes to come. Check out these 5 GIFS of cat expressions that best summarize the 5 most common reactions you should expect to change from your employees.
1. Look out! Something’s Different Here!
People (and cats) invest a lot of time and energy in preserving old habits. New things, behaviors and perhaps fruits shake our feelings of comfort and security. After employees initially resist changeresist change, they gradually come around after realizing that resistance is futile and thus begins the acceptance phase. In the acceptance phase, they’ve accepted the change and understand that the most important thing is to get up the learning curve as fast as possible. Yes, it’s a banana, but it’s not going to get in the way of your mid-day nap…or your job.
2. You Can Lead a Cat to Water, but Don’t Forget to Teach Him How to Drink
Even people, who fully support the change, can be confused about the ways they should implement change in their day-to-day routine. How can you help those people? Accompany your employees along the entire change process, or at least leverage tools and software to accompany your employees, and lower your training costs at the same time. Guiding people through the process will lead them to the right direction and make them see (and drink) the results.
3. Come On, Let’s Do It!
Some people are always excited, which can be annoying sometimes. But, when you’re managing organizational change, you need to harness whatever excitement you there is! Beggars can’t be choosers. Encourage your employee’s enthusiasm so that it influences other team members to motivate them to change their passive approach (except in the case of this extremely laid back dog, which the cat is clearly just being annoying and should leave him to his nap).
4. Let Cats be Cats! Go with the Flow
The culture of your company is the main determinant in how change will be accepted across-the-board. Leading an organizational change, without considering the cultural context, will most likely end up in failure. And because there is no “one size fits all” when it comes to change management, you’ll need to take a step back and spend the time to really understand the roots of the company and its organizational culture BEFORE deciding on a change strategy. Going with the flow of the organization, will put you on the right track. It’ll also keep the cats relaxed and focused on their jobs.
5. It’s Just a Small Change!
This fat cat is struggling to make it through a small door. Maybe he was stressing out so much after you told him about an upcoming change that it made him splurge on cake and ice-cream. But, now, after you’ve led him to the doorstep, let him examine the measurements of the door, assured him that he could make it through and cheered him on as he made his first attempt, he did it! The bottom line is that people are flexible (even fat cats) and no one wants to be left behind. If you build change as an integral part of your organization’s culture, you’ll make sure that everyone’s behind you, no matter how hard it is to get through that small door.