The following Local Government guidance note Produced in partnership with Beth Pipe of Bellis Learning Solutions Ltd provides comprehensive and up to date legal information covering:
When faced with change people may react in many different ways. This can depend on factors such as:
if the change is their choice or is being imposed upon them
how great the change is
if they have any input into the way the change will affect them
if they have experienced changes in the past and whether they were successful
if they agree with the change
if the change presents threats to them
Typical feelings are anxiousness, excitement (it looks great on paper), denial (they’ll never do it), hopefulness and fear of the unknown.
The specific challenge within the public sector is that the changes are coming thick and fast in a series of continuous waves, meaning an individual may not have fully adjusted to one change before the next is being implemented. On top of this are the additional complications of unclear and mixed messages and a rumour mill going full tilt.
A manager may be reeling from changes that are affecting them, while at the same time, trying to manage and lead a team who are looking for guidance.
Communication is central to any change event—giving as much information as possible and engaging with and involving your team at every opportunity.
To implement change effectively, a realistic idea of how big the change will be and how it will affect people
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