It’s very upsetting when something at the office suddenly changes and it seems like you’re the last to know.
Corporate managers and their leaders are sometimes forced to make quick changes in the way the business is done including hiring strategies, physical location, workspace moves, and or changes in work processes or other business elements that touch everyone in the workplace. You feel like you’ve been on the inside long enough to be included in the discussions before the changes are announced. But then one day, all that suddenly changes, the decision has been made and is communicated to you, not with you.
Before you crawl into a cave or worse yet, question the boss, try these steps first:
- Take a deep breath and do nothing for at least 24 hours. This will give you time to reconnect with yourself and the event. Try and look at the decision through their eyes, a business perspective, not yours.
- Decide if it’s worth bringing up your concern for being left out. Business leaders long for supportive employees. Significant business changes are always hard to make for it always results in change for everyone. It you are hurt over the decision, stay quiet. Nothing that you can say will come across as effective if you are coming from a state of emotion.
- Become the ally for your managers and support the decision. So you’re hurt that you were not included. Decide if you will be more effective by supporting the decision verbally and politically. You will always be viewed more favorably if you roll with the decision and find a way to make it work for you.
- This is not about you. Unless you’re fired, demoted or counseled about your performance, the decision was a business one and not about you.
- Talk with your boss if you are still concerned. Once your emotions are in check and only then, consider talking with your boss about the change. Approach the conversation from a position of support and calm. You’ll find that if your boss is not on the defensive, he/she will be much more open to a conversation and even provide the background or rationale for the change in a way that you’ll better be able to understand and support the decision.
Linda Thompson is the founder and CEO of Big Transformations, bigtransformations.com, a change management consulting company that provides training solutions for individuals and companies. With more than three decades of managing large operations and IT projects for Fortune 500 companies, Linda has profited from the good and the bad of change and applies her training, skills and experience to help others.