Poor Organisational Change Management
Poor change management fuels stress. Learn how to manage organisational change hazards with Foremind.
Organisational change management that is poorly planned, communicated, supported or managed.
Change management refers to how organisations manage, communicate and allow for consultative feedback as part of change management process. In the modern way of working change is a constant, with workers expected to adapt, learn new skills and process constantly. Change management that doesn’t consider the impact on workers, in collaboration with other risks such as job demands and support could be considered a psychosocial hazard.
Poor organisational change management can lead to a number of psychosocial hazards, including stress, anxiety, frustration, fear, loss of control and fear among other negative outcomes.
Let’s Look at an Example
Steve works as a delivery driver, working shift work in evenings and weekends. His company decides to implement a new delivery tracking and monitoring system with limited consultation with workers.
The new system has many bugs which are able to be troubleshooted by the IT support team during the week, however there is no support made available during the off-peak hours.
Steve is late for all his deliveries and is exposed to aggression and yelling from customers who are unhappy with the delays.
Consequences of Poor Change Management For Employees
The consequences of poor organisational change management can be serious, both for individuals and for organisations. Individuals who are exposed to psychosocial hazards at work are more likely to experience mental and physical health problems, such as stress, anxiety, depression, and heart disease. Organisations that do not effectively manage psychosocial hazards are more likely to experience decreased productivity, increased absenteeism, and increased turnover.
How To Reduce The Risk Of Poor Change Management
There are a number of control measures that can be used to reduce the risks associated with poor organisational change management. These include:
- Consulting with workers: Workers should be consulted about any proposed changes to their work. This will help to ensure that changes are made in a way that is fair and reasonable, and that workers are able to adapt to the changes.
- Providing training: Workers should be provided with training on how to cope with change. This training can help workers to understand the reasons for the change, and to develop coping strategies.
- Providing support: Workers who are struggling to cope with change should be provided with support. This support can come from managers, colleagues, or a professional counsellor.
The best way to prevent the risks associated with poor organisational change management is to plan for change in a way that is inclusive, fair, and reasonable. This will help to ensure that workers are able to adapt to change, and that the risks of psychosocial hazards are minimized.
Poor organisational change management can have a significant impact on the health and safety of workers. By taking steps to consult with workers, provide training, and provide support, organisations can help to reduce the risks associated with change and promote a healthy and safe workplace.
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All counsellors must apply to the role and are interviewed before added to the platform, must meet the criteria as per the below.- We employee counsellors, mental health social workers, mental health nurses and psychotherapists.- Qualifications in Counselling, Psychotherapy or Social Work, minimum Bachelor or Masters qualification- Minimum 3 years direct practice experience post graduation- Registration with appropriate body – PACFA Clinical registration, ACA level 2 minimum, Accredited Mental health Social worker or Clinical Social worker- Broad experience providing individual coaching, counselling and support for personal and work-related issues- How far reaching is your EAP? We have counsellors located in every major city in Australia.
What is the difference between counsellors and psychologists? 1. Qualifications & Training - Counsellor: Typically holds a Diploma or Master’s degree in counselling, or psychotherapy. Their training is focused on practical techniques for supporting mental health and well-being.- Psychologist: Requires a Master’s or Doctorate degree in psychology and must be registered with a AHPRA Their training includes clinical assessments, diagnosis, and therapy.2. Scope of Practice- Counsellor: Provides talk therapy and guidance for life challenges like stress, anxiety, work issues, and relationships. They help clients develop coping strategies but do not diagnose mental disorders.- Psychologist: Can provide therapy like a counsellor but also conducts clinical assessments, diagnoses mental health disorders, and uses evidence-based treatments like CBT (Cognitive Behavioral Therapy).3. Who Should You See?- If someone needs support for personal or work-related challenges, a counsellor is often enough.- If someone is experiencing mental health concerns, like depression, PTSD, or needs a formal diagnosis, a psychologist is more appropriate.
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