What do you as an organisation do when confronted with change? Particularly when there is a level of ambiguity around how things are changing?

This week’s Budget has had an uncontrollably ruthless impact on many Government organisations, and more importantly, the employees within. The uncertainty Tuesday’s announcement has created is profound, and the question all employees want answered is, “What does this mean for me?”

As a Manager, you are faced with the challenge to make sense of a situation that is well out of your control, and reinforce some degree of certainty within your team – even when you are uncertain yourself.

In response to the upheaval caused by the Budget, managers need to take immediate action to subdue the hysteria and install a sense of normalcy back into the workplace. By providing their employees with some simple tools, managers are able to put this uncertainty into perspective and ensure their employees remain productive in their daily work.

A recent study we conducted into organisational resilience provided us with a number of insights into the management of change and uncertainty. Drawn from this, we have a few pieces of practical advice for managers dealing with the Budget aftermath, which can be implemented to support employees in dealing with change at a personal level.

1. Open and honest communications cannot be overstated

  • People want certainty and will be crippled by doubt. The message may not be good but employees will value your honesty.

2. Change is generally not an isolated event

  • Use your experience and knowledge from previous periods of change to plan, implement and manage the next change.

3. Ensure your actions and behaviours are consistent with the values of the organisation

  • Management needs to be respected during periods of change. Any hasty or uncharacteristic decisions are only going to heighten the sense of insecurity.

4. Control the controllable

  • Help employees identify those events that can directly influence to regain some sense of direction. There is no point in worrying about anything they will never be able to control.

5. Change demands some organisational flexibility

  • Change will issue new challenges to which the organisation must respond. Some flexibility in terms of how you think and the decisions you make will better equip the organisation and its employees to respond and manage change now and in the future.

If you are interested in exploring further ways to manage change more effectively in your own organisation,  please <