Transition Model focuses
Remployees to want change on their own, and not to impose requests for change on them through hierarchical channels. To achieve this, you will need to think about the change you want to make from the point of view of your employees, present it to them in the form of a recommendation, not an order, highlighting the benefits they will gain from it, and take into account their comments throughout the process. 6. The Bridges Transition Model Created by change consultant William Bridges, the BridgesTransition Model focuses on the emotional transition people go through when Lebanon Phone Number Dataexperiencing and accepting change. According to this model, companies must help their employees complete the following three steps:Employee Experience Trends Report 2021 In this free report, we explain how companies are finding ways to work smarter, attract top talent, and harness the collective power of their people to move forward. Read Ending, Loss, and Letting Go For many people, the first reaction to change is resistance
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marked by fear and discomfort. The Neutral Zone When change begins to happen, people are caught between letting go of the old status quo and welcoming the new. The New Beginning Finally, if things are managed well, once the new change is implemented, people will enter the phase of acceptance and comfort with the new way of working. 7. The Kübler-Ross change management framework The Kübler-Ross Change Management Framework , created by Elisabeth Kübler-Ross, is known to many as the model
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