Let’s accept the fact that change affects employee attitudes.
You just can’t get around it. The bigger the change, the more likely you’ll see it damage the way people feel toward the company. During major organizational change, the trust level drops dramatically. Morale gets mushy. Loyalty, the tie that binds, comes unraveled. Job stress hits new highs. The overall effect can be punishing, like a hard fist slammed into the stomach of the organization. And it can knock the wind out of your work group.
As the person in charge, you’d better take these emotional matters seriously. Strong feelings strongly in influence people’s behavior. What all this means is that your job gets a heck of a lot harder. It does not mean that you should make attitudinal issues such as morale, trust, and employee loyalty your top priorities. You shouldn’t.
For now you should focus on problems, not symptoms. Tangibles rather than intangibles. Hard results instead of so issues. You could waste a lot of precious time and energy chasing the wrong rainbows ...
Concepts in this paper are from the Business As UnUsual training program.