Reorganisations
Reorganisations in companies aim to achieve (hopefully) more efficient structures and faster processes, as well as being a step in the right direction towards a successful future. But for employees it often means leaving the familiar, working with unfamiliar structures, sometimes losing competencies, as well as having to deal with new departments and new colleagues.
The new colloaboration is often characterized by uncertainties, which often lead to distrust and rejection. These rising tensions can easily threaten the whole re-organisation process.
How do you deal with these rising tensions?
