The ‘Curve of Change’ is a useful tool for small businesses to understand the stages of personal transition each employee goes through. Kubler Ross developed this model to explain the grieving process (Shock and Denial, Anger and Fear, Acceptance and Commitment).
This model helps small business owners predict how employees will react to change and advises how to help and support employees through their personal transitions.
An organization does not change just because of new systems or processes. It changes because people within the organization adapt and change. Only when people within the organization make their own personal transitions can the organization benefit from the change.
The change curve model
The ‘Change Curve’ model helps small business owners understand the stages of personal transition and organizational change. This model includes four stages that employees go through as they adapt to a change.
Stage – 1: Shock and Denial
Stage – 2: Anger and fear
Stage – 3: Acceptance
Stage – 4: Commitment
Internship – 1: shock and denial
This is the first reaction small business owners notice in their employees: they react to challenges from the status quo. This reaction is seen more in experienced and established employees because these employees are indifferent to new systems and procedures. They feel uncomfortable because of the fear of the unknown, the fear of doing something wrong, and the lack of information. They feel threatened and fear failure. In these circumstances, they usually take it as a friction rather than an opportunity.
What do employees need here?
Employees may experience this stage multiple times. To overcome it, employees need information, they need to understand what is happening in the organization, and they need to know how to get help from the organization.
Note: This stage especially affects those employees who have not experienced any major changes before.
What should the organization do?
At this stage, it is the owners’ responsibility to communicate with their employees and educate them on the benefits they will gain by adapting to the new systems, personally and professionally. Remember not to overwhelm your employees by inundating them with too much information at once, or they may be even more confused.
Internship – 2: anger and fear
This is the second stage that is seen in employees. When employees react to a change, they begin to express anger, concern, resentment, or fear. They can actively or passively resist change. This stage can be dangerous and if the organization does not handle it carefully, chaos can result.
What should the organization do?
At this stage, the small business owner must carefully handle employee objections. Since the reaction to change is personal and emotional, it is impossible to prevent it from happening. Therefore, the organization should try to address the employee experience and fix the issues as soon as possible.
Note: As long as employees remain in Stage – 2 of the Change Curve escaping progress, the change will not be successful.
Internship – 3: acceptance
This is a turning point for both the employees and the organization because the employees have stopped focusing on what they have lost and have started to accept the changes. They begin to explore the changes and get a real sense of what’s good and what’s not, and how to adapt accordingly.
What should the organization do?
This stage is critical: it takes time for employees to learn and accept things. So don’t expect your employees to be 100% productive during this stage. Give them time to learn and explore without too much pressure.
Internship – 4: Commitment
At this stage, there will be a commitment on the part of the employees to analyze and accept the change. They begin to rebuild the way they work and this is the stage where the organization begins to see the benefits of the change.
Benefits of the change
At this stage the organization will see the benefits of striving for the welfare of its employees when they were in a stage of grief. The positive effects of the Change Curve are now more evident through your productivity and profits.
Change Curve is an effective model for small business owners while managing employees. Placing an employee on the curve of change will help the business owner decide how to effectively communicate information to employees and what kind of support they need. This helps them take the necessary measures and protect both the company and the employees.