Citing unfavorable agricultural, commodity, and crude oil prices, a Kern County ranch this spring announced it is reorganizing, which will include layoffs. Just a few days later, a local grower and food processor announced moves to streamline its operation to maintain its competitive edge.
In accordance with the law, the grower-processor sent a letter to the Kern County Board of Supervisors announcing the streamlining, which could result in nearly 400 layoffs. A company official told The Bakersfield Californian that only workers who did not accept transfers or shift changes would have to fully part ways with the company.
The company official said he expects most of the employees affected by the layoffs either to accept new jobs at other company job sites or to accept layoff or early retirement packages.
“We’re really trying to do everything we can to make this as easy as possible on the people who work for us,” he said. “But this is what the company has to do to stay competitive.”
Whether it results in layoffs, reassignments, or new job duties, change is inevitable in most workplaces. The Great Recession of 2008 saw a massive upheaval as companies downsized merely to survive.
But in this increasingly competitive global economy, it does not take a major economic development for companies both big and small to regularly retool themselves. This requires workers to cope with ever-increasing change.
Change is an uncomfortable reality for those who implement it and for those who must adjust to it. Ideally, such changes enhance profitability while motivating workers. If they want these outcomes, company owners and managers must properly introduce and implement changes in their workplaces.
Here are some steps to successfully implement change:
- Take employees into your confidence. Explain the need for change and the specific changes that will be implemented.
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- Reassure employees. While you may not be able to commit to retaining all jobs, you can ease concerns by explaining how job reassignments will be handled. Assure employees you are confident in their abilities to implement changes and succeed.
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- Watch and listen. Ask for employee suggestions and feedback. Allow employees to contribute their ideas. Encourage buy-in for the changes that will be made.
- Provide training. New jobs and new responsibilities often require training. Provide that training to help your employees succeed.
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- Motivate employees. Money is always a good motivator, but it is not the only one. Simple, cost-effective workplace adjustments, such as flexible work schedules, can motivate employees to embrace changes.
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- Be positive. Present changes as exciting challenges. Explain that these changes are not only necessary, but good for the company and all its employees.
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- Provide feedback. Recognize employees as they implement changes. Provide instruction when adjustments are required.
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- Update employees. Regularly update employees on the progress being made in implementing changes and how these changes are improving the company’s performance.
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Renowned systems scientist and business lecturer Peter Senge once observed, “People don’t resist change. They resist being changed!”
Changes at work are among the top life stressors a person can experience. A company that forces change on employees who are not prepared to handle it risks alienating its workers, suffering financial loss, and seeing promising strategic changes fail. It is important to take workers’ needs and concerns into account so that changes are implemented as smoothly as possible with positive outcomes for all.
