Change is the only constant in life is oft quoted.
The challenge this gives, of course, is that many people do not like change. Change means that things are going to be different and human beings have little sayings like "Better the devil you know, so keep the status quo!" to justify why they don't want to do things that would be better.
The reason that many people dislike change so much is it they have had negative experiences involving change in the past and the fear of the unknown looms large.
This is amplified if there is mistrust in an organisation, or if people see the change leading to a potential negative outcome for themselves - even if it could be a positive outcome for an organisation - hence any talk of restructure that might affect salary or earnings or job security will often be met with anger and/or resentment, stemming from fear.
Management often doesn't help themselves by not picking their timing, or their words well. When they do not explain what's happening and why, in a way that people can relate to and connect with, it leaves staff with a negative outlook on the potential change.
If an organisation has to grow and improve, it is going to need to change. Creating change with the team on board and getting their buy-in, their ideas and their vision around how things could be better, is a superb way of helping the change to be a positive experience.
When people understand why something needs to change and what the specific changes will look like and will mean, they are far less likely to resist change.
When making changes within an organisation, really consider if the change is necessary. Like many situations, it is best to start with the end in mind. Create and paint a vision of the future that draws the team forward rather than having them playing on to a known past.
When you can change in a way that looks like you're having fun rather than fighting a monster, the change is far more likely to be smooth, effective and to stay in a way that will allow you to grow.
Here's to your success!