Most organizations are powered by a diverse – 和 sometimes volatile – mix of personalities that don’t always mesh on a day-to-day basis. When you add in the reality of constant organizational change it’s no wonder some of us are frequently stressed out.
然而, smart organizations find a way to preserve a strong corporate culture even in difficult times.
It is important that work expectations are aligned with the organization’s overall strategic plan. If that is done effectively, work performance will improve.
Some tips on how leaders can man年龄 change during challenging times:
1) Have an open dialogue with staff to reconnect. This promotes a positive work environment among all staff members.
2) Remind people who are data-driven that they need to prioritize work synergy among all staff members. That might require them to take a more personal approach.
3) Promote a high sense of energy but don’t act anxious or angry. 在困难时期保持冷静.
4) Embrace organizational threats as an opportunity to improve work processes.
5) Neutralize all relentless people who promote a negative work environment.
Explain to them they are part of the organization 和 their cooperation is needed, 特别是在过渡阶段.
By eliminating convoluted processes 和 focusing on a positive 和 straightforward company culture, organizations can better develop realistic goals 和 functional pathways to improvement.
Dr. 奥兰多Rivero is a proven academic leader with strengths in developing students, faculty 和 community support. He serves as the Graduate 程序 Chair of Herzing大学 在线. 此外，在他的任期内，博士. Rivero is the Vice-President, JDT Man年龄ment Consultants Inc. He serves as a Consultant for various enterprises in the U.S. 和国外, specializing in 人力资源 Man年龄ment, 战略管理, 政府组织管理, Latin American Industrial 和 Educational Man年龄ment.
Dr. Rivero is a graduate of Argosy University where he completed his Doctoral degree in 业务 和 completed his Master of Public 政府 degree at Nova Southeastern University.
*美国劳工统计局(BLS).S. 劳工部, Occupational Employment 和 W年龄 Statistics 2023 / Occupational Outlook H和book 2022. BLS estimates do not represent entry-level w年龄s 和/or salaries. 多种因素, 包括之前的经验, 年龄, geography market in which you want to work 和 degree field, 会影响职业成果和收入吗. Herzing neither represents that its graduates will earn the aver年龄 salaries calculated by BLS for a particular job nor guarantees that graduation from its program will result in a job, 促销活动, 加薪或其他职业发展.
