Question

Often organizations are faced with the necessity of changing the direction or focus of their organization – due to competition, due to new technology, due to environmental issues, regulations, etc. In these situations, uncomfortable changes are sometimes required.

a) Would younger or older employees be more likely to embrace change?

b) Would successful or less successful organizations be more likely to embrace change?

c) One element in reinforcing change within an organization is to replace people and hire outsiders. Even if done with a great deal of care and understanding, this can often come across as a somewhat cruel undertaking. Why is it necessary?

Answer 1

In order to remain the “fittest” it is imperative to adapt to the changing environment. This change may be voluntarily wherein the organization has foreseen the benefits of transformation or imposed to stay alive in the business world. Either ways it is likely that every shift will be received.

a. Both the age group of employees might embrace change in a positive manner provided the implementation plan is very well executed. Although it may seem overstated, age cannot be a barometer to measure the acceptance of change in the organization. It is believed that older employees with the x years of experience respond well to change and so do younger gen as they understand that fittest need to survive.

b. Successful organizations are likely to change as one of the reasons they would have reached the top level is because of timely shift in its organization focus. Less successful =Less likely as their focus would be short term and their long-term lens would be blurred

c. Hiring outsiders and replacing people is one of the key steps in implementing a change in the organization. This has mostly never been perceived positively but this step is imperative to ensure smooth execution of the plan. At times, an overly stated term ‘fresh set of eyes’ would be a key point. The leaders would want someone outside their industry and with a different experience to ask and direct them towards the change. Also, outsiders do not have any allegiance to any departments and are most likely to respectfully disagree with the status quo, make efforts to provide an alternate point of view (proven strategies, tactics, organization culture from previous work experience) and also build strong positive relationships.

This step is also necessary at times as the current work force may not have the required skill set or plain simple - not in a position to free up them up.