{"id":946,"date":"2019-03-18T11:04:11","date_gmt":"2019-03-18T15:04:11","guid":{"rendered":"https:\/\/www.wework.com\/pt-BR\/ideas\/?p=946&preview=true&preview_id=946"},"modified":"2020-07-31T06:49:27","modified_gmt":"2020-07-31T09:49:27","slug":"how-to-thrive-through-major-changes-at-work","status":"publish","type":"post","link":"https:\/\/www.wework.com\/pt-BR\/ideas\/professional-development\/management-leadership\/how-to-thrive-through-major-changes-at-work","title":{"rendered":"Como prosperar diante de grandes mudan\u00e7as no trabalho"},"content":{"rendered":"\n

Welcome to How to Thrive at Work<\/strong>, a series by Creator and Thrive Global about how to enhance your productivity, well-being, and happiness in the workplace<\/em>.<\/p>\n\n\n\n

We\u2019re told again and again that change is good\u2014but when it comes to change at work, it doesn\u2019t always feel that way. <\/span><\/p>\n\n\n\n

Whether change is expected (a move to new office space) or a surprise (corporate merger), it\u2019s easy to focus in on the potential negatives. You could get laid off, lose your five-minute commute, or suddenly find yourself uncomfortable at a job where you were quite comfortable. <\/span>Having strong workplace connections<\/span><\/a> can help see you through the change, but any stress is likely to affect all areas of your life. <\/span><\/p>\n\n\n\n

Employees experiencing recent or current change were more than twice as likely to report chronic work stress compared with employees who reported no recent, current, or anticipated change (55 percent vs. 22 percent)\u2014and more than four times as likely to report experiencing physical health symptoms at work (34 percent vs. 8 percent), according to results from the American Psychological Association’s (APA) <\/span>2017 Work and Well-Being Survey<\/span><\/a>.<\/span><\/p>\n\n\n\n

\u201cGood change, bad change\u2014we know from psychological research, it\u2019s stressful no matter what,\u201d says David Ballard, director of applied psychology for the <\/span>APA. \u201c<\/span>Half of the U.S. workforce [has] been affected by change in the past year, and those who have were more than twice as likely to report day-to-day stress. They experienced physical symptoms at work including headaches, muscle stiffness, back and joint aches. They ate or smoked more during the workday than they typically did.\u201d  <\/span><\/p>\n\n\n\n

Sounds awful\u2014and yet change is not only inevitable, it\u2019s essential<\/span>. I<\/span>t\u2019s impossible to innovate, grow, and stay competitive without it. It\u2019s worth making <\/span>small tweaks to your daily habits<\/span><\/a> to foster that growth. Because the employees who can ride out the change\u2014thrive during it, really\u2014are the ones who will emerge most successful. <\/span><\/p>\n\n\n\n

Ready to meet that next challenge head-on, managing yourself, your team, or your entire company through anticipated or sudden change? These expert strategies will help everyone come out on the other side feeling included, energized, and ready for what comes next. <\/span><\/p>\n\n\n\n

If you\u2019re on the receiving end of change<\/strong><\/b><\/h2>\n\n\n\n

Manage your own reaction. <\/b>First, be honest with yourself about what you’re thinking and feeling. Panicked? Anxious? Acknowledge it, rather than bury it. Second, express those feelings to someone who will listen without judgment. \u201cOften the process of expression will help us feel more understood and calm,\u201d says Alan Wolfelt, founder of the Center for Loss and Life Transition, even if that other person isn\u2019t \u201csolving\u201d anything. And third, after we have mourned our feelings about the losses of change (it\u2019s healthy to grieve a comfortable job or convenient commute), we can work to find our best path forward by asking ourselves what the best outcomes of these changes. <\/span> <\/b><\/p>\n\n\n\n

Get involved. <\/b>Whether you\u2019re the change leader or just the ride-along, engagement is<\/span> a shared responsibility,  Ballard says. Employees are more likely to trust their employers during times of change when they feel involved in decision-making and when there is effective communication and transparency, he says. <\/span><\/p>\n\n\n\n

And you don\u2019t always have to wait to be asked. \u201cMake your voice heard. Be part of decisions and activities, and be motivated and driven to participate in that process,\u201d he says. \u201cRaise issues when needed so concerns can be addressed.\u201d<\/span><\/p>\n\n\n\n

Find the silver linings. <\/b>Once you know change is imminent\u2014you can\u2019t dodge it\u2014start systematically looking for opportunities that might emerge because of it, advises John Kotter, author of <\/span>Our Iceberg Is Melting: Changing and Succeeding Under Any Conditions<\/em><\/span><\/i>. \u201cEmotionally our minds typically go to the hazards first because that\u2019s just the way our brains are structured,\u201d he says. \u201cWhat we need to do is go beyond that and search for those opportunities, which, if we are smart, we can often exploit.\u201d<\/span><\/p>\n\n\n\n

Faced with an underqualified new boss? Picking up the slack will not only help you develop your skill set, it will earn loyalty from your manager. Dreading a company reorganization that will put you in a different department with new responsibilities? Think about the impressive new keywords you can add to your LinkedIn profile. <\/span><\/p>\n\n\n\n

\u201cOpportunities come along with challenges,\u201d says Ballard. \u201cIf anything in life is ever going to get better, things have to change. When you can learn from change\u2014even difficult change\u2014and come out on other side not just having navigating and survived, but having developed new skills, you can apply those lessons in life to be more successful and happier.\u201d <\/span><\/p>\n\n\n\n

If you\u2019re leading the change<\/strong><\/b><\/h2>\n\n\n\n

Communicate your mission. <\/b>Managers and workplace leaders have an extra responsibility to make sure workers adapt well to both surprise (a recession, for example) and anticipated change (like a merger or takeover), says Ballard. \u201cIf you want to function effectively as an organization, then as an employer, you need to create an environment where change isn\u2019t going to wind up disrupting employees\u2019 lives and end up hurting the business in the long run,\u201d he says. \u201cEven if you are changing in a positive direction, you want everyone aligned\u2014because if you inadvertently wind up creating higher levels of stress and distrust, it can backfire on the changes you\u2019re promoting.\u201d It\u2019s impossible to get your startup to pivot on a dime when half the team doesn\u2019t understand why it\u2019s even necessary\u2014and how their roles will evolve.<\/span><\/p>\n\n\n\n

You can\u2019t over-broadcast the benefits that will come with change. Nectar Sleep founder Craig Schmeizer is leading his company through an office move, from <\/span>WeWork 524 Broadway<\/span><\/a> in New York City to a company facility that will be operated by WeWork. \u201cThere is some work around getting people to understand how great the space is, that it\u2019s in a great area of town,\u201d he says. \u201cAnd there will also be follow-through as employees get in there, making sure energy level is high, hosting parties, gatherings, and highlighting new ways of using the space.\u201d<\/span><\/p>\n\n\n\n

Liz Welch, senior director of people operations at Sonos, which is a member at Seattle\u2019s <\/span>WeWork Holyoke Building<\/span><\/a>, says there is a bias to share more, rather than less, information. \u201c<\/span>We are more likely to share information earlier and in a less complete state, simply because we believe people should know as early as possible about things that can affect them,\u201d she says. \u201cWe\u2019ll tell teams, \u2018Here\u2019s what I know, here\u2019s what I don\u2019t know, and here\u2019s when you will know more.\u2019\u201d <\/span><\/p>\n\n\n\n

Recognize that people react differently to change. <\/b>Welch has found that people react to change on a continuum\u2014and there is no right or wrong way. \u201c<\/span>There are people who have a great bounce, who adjust quickly,\u201d she explains. \u201cThey\u2019re <\/span>innately excited about change and can quickly translate it into opportunity, innovation, and optimism.\u201d And then there are those who like the status quo. \u201cMany people get a sinking feeling in their stomach\u2014that gut feeling that says, \u2018I don\u2019t know, this is kinda scary, I don’t really like it.\u2019\u201d In between? The rest of us. \u201cMost people have some misgivings about almost any change, even if on the face of it\u2019s a great one,\u201d she says. <\/span><\/p>\n\n\n\n

To navigate any change effectively, it\u2019s not only important to know your own reaction to change, but also those of the people on your team. \u201cLeaders who are architects of change need to be attentive to <\/span>all<\/span><\/i> the people along that continuum and not leave anyone behind,\u201d she says. <\/span><\/p>\n\n\n\n

Don\u2019t dismiss those slower to adapt. <\/b>\u201cIt’s easy for anyone to judge people who move more slowly toward the acceptance end of the continuum and think they look like whiners,\u201d Welch says. \u201cBut those people bring tremendous strength that correlates to a strong dislike of ambiguity or change. They can be deeply convicted, they can be deeply loyal\u2014both good things. You never want to lose people just because they took longer to adjust to change,\u201d she says. \u201cBetter to adapt yourself as an organization around those people, rather than get them to hustle up or lose them.\u201d<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

Here\u2019s your plan for emerging more successful on the other side<\/p>\n","protected":false},"author":1703,"featured_media":948,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[1956,1963],"tags":[],"class_list":["post-946","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-professional-development","category-management-leadership"],"acf":[],"yoast_head":"\nComo prosperar diante de grandes mudan\u00e7as no trabalho - Ideas (pt-BR)<\/title>\n<meta name=\"description\" content=\"Veja um plano para superar as dificuldades e obter ainda mais sucesso.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.wework.com\/pt-BR\/ideas\/professional-development\/management-leadership\/how-to-thrive-through-major-changes-at-work\" \/>\n<meta property=\"og:locale\" content=\"pt_BR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Como prosperar diante de grandes mudan\u00e7as no trabalho\" \/>\n<meta property=\"og:description\" content=\"Veja um plano para superar as dificuldades e obter ainda mais sucesso.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.wework.com\/pt-BR\/ideas\/professional-development\/management-leadership\/how-to-thrive-through-major-changes-at-work\" \/>\n<meta property=\"og:site_name\" content=\"Ideas (pt-BR)\" \/>\n<meta property=\"article:published_time\" content=\"2019-03-18T15:04:11+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2020-07-31T09:49:27+00:00\" \/>\n<meta name=\"author\" content=\"Melanie Mannarino\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:image\" content=\"https:\/\/creator-assets.wework.com\/wp-content\/uploads\/2019\/03\/cutetw.jpg\" \/>\n<meta name=\"twitter:label1\" content=\"Escrito por\" \/>\n\t<meta name=\"twitter:data1\" content=\"Melanie Mannarino\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. tempo de leitura\" \/>\n\t<meta name=\"twitter:data2\" content=\"7 minutos\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.wework.com\/pt-BR\/ideas\/professional-development\/management-leadership\/how-to-thrive-through-major-changes-at-work\",\"url\":\"https:\/\/www.wework.com\/pt-BR\/ideas\/professional-development\/management-leadership\/how-to-thrive-through-major-changes-at-work\",\"name\":\"Como prosperar diante de grandes mudan\u00e7as no trabalho - 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