Responding to Change at Work

Change is an inevitable part of any work environment. As we adapt to new policies, work configurations, organizational hierarchies, or job duties, it’s essential to consider how we’ll meet our innate needs in light of these changes.

The Big 4 universal human needs or motivations, as explained in a previous post, are:

• Contribution or calling
• Choice or control
• Competence or capability
• Connection or community

When these needs are threatened by change, people may resort to unhealthy or unproductive methods to meet them. In this article, we’ll explore healthier and more productive approaches to responding to change at work.

Contribution or Calling

Humans have a fundamental need to feel that their time and effort are meaningful and purposeful. When change occurs, it can feel like what we used to do before wasn’t worthwhile, leading to feelings of defeat or demotivation.

Instead of disengaging and going through the motions, we can create meaning in our work by:

• Uncovering and reminding ourselves of how our job responsibilities contribute to the organization’s mission
• Looking for ways to alter our work to make it more meaningful, even if that means doing a bit more than expected or what we’re paid for

By recognizing the personal benefits of doing something meaningful, we can shift our focus from providing uncompensated work to finding value in our contributions.

Choice and Control

When it comes to meeting the need for choice and control, an unhealthy approach is to rebel against the changes. Instead, we can focus on what we have control over, such as:

• Choosing how to accomplish our tasks
• Identifying areas where we can exercise autonomy and make decisions

Job crafting, a process discussed in a previous post, can help us take control of our work and find ways to make it more engaging and fulfilling.

Competence or Capability

Change can threaten our established ways of being successful, requiring us to learn new things, do new things, or use skills that may be rusty. An unhealthy response is to continually question the reasons or legitimacy for change.

A healthier approach is to focus on the end result and the knowledge, skills, or abilities we’ll gain as a result of the change. By shifting our focus to the benefits of growth and development, we can find ways to stay engaged and motivated.

Connection and Community

Change can lead to people bonding over shared gossip, complaining, or second-guessing leadership. While it’s natural to seek support from others, we can find more productive ways to meet our need for connection and community, such as:

• Offering help to those who need it
• Reinforcing progress and small wins along the way

By focusing on positive ways to support each other, we can create a more collaborative and supportive work environment.

Whether you’re a leader or working in the trenches, considering the Big 4 universal human needs can help you navigate change in a healthier and more productive way.