Organisational change is a double-edged sword. While essential for growth, it often comes at a significant cost to employee mental health. Research consistently links change to increased stress, anxiety, and burnout, leading to absenteeism, reduced productivity, and even turnover. How do we go about protecting Mental Health during Organisational Change?
However, the impact of change isn’t inevitable. Studies like Fløvik et al.’s 2018 research in Norway highlight the crucial role of psychosocial factors in mitigating mental health risks. By fostering empowerment, social support, and manageable workloads, organisations can significantly reduce the negative consequences of change.
Key strategies to protect employee wellbeing include:
EMPLOYEE INVOLVEMENT: Empowering employees to shape and implement change can foster a sense of ownership and reduce resistance.
TRANSPARENT COMMUNICATION: Open and honest communication throughout the change process helps alleviate uncertainty and anxiety.
CLEAR PURPOSE: A well-defined and compelling reason for change can help employees understand the bigger picture and align their efforts.
STRONG SUPPORT SYSTEMS: Providing peer and leadership support can create a sense of community and help employees cope with challenges.
In an era of rapid change, prioritising employee mental health is not just ethical, but also strategic. Organisations that invest in their people’s wellbeing are better equipped to navigate change successfully and achieve long-term success.
organisationalchange mentalhealth employeewellbeing leadership changemanagement
