An introduction to managing change and disruption
All workplaces are affected by change and disruption. Events such as extreme weather, new technology and the outbreak of conflict or war present challenges as well as opportunities for many workplaces. Find out how you can manage change and disruption as part of creating a mentally healthy workplace.
Part of the Managing change and disruption module.
Change and disruption affect all workplaces
We have all heard the saying, ‘Change is the only constant in life’. All workplaces are affected by change and disruption:
- Change in the workplace is a process that makes something different, such as modifying processes, structures, technology or strategy.
- Disruption is a type of change that permanently impacts how things are done. Often, a disruption is unexpected, resulting from circumstances external to the organisation.
Change can range from incremental and reactive change, such as improving policies or procedures in response to an incident, to transformative and proactive disruptions like reinventing a business model to capitalise on opportunities in the market.
Poorly managed change is a recognised psychosocial hazard in the workplace, negatively affecting workers’ mental health. It can erode internal motivation, increase dissatisfaction and disengagement, and even reduce people’s commitment. In turn, these factors threaten overall organisational performance.
Managing change effectively not only supports people’s mental health, it can also increase organisational performance.
Employers have a legal obligation to protect workers’ mental health.
Organisations can support workers through the 3 phases of managing change and disruption:
- BEFORE—when the change has not yet occurred
- DURING—the immediate response to change
- AFTER—the post-change period of adjustment and recovery.
This module helps organisations better plan for and manage change and disruption. It explains the differences between change and disruption and their effects on workers’ mental health. The module also provides guidance on actions organisations can take during each phase of the change and disruption cycle—at both the organisation and team level.