I’ve been working with a number of organisations and
individuals undergoing change recently. Not that that is anything new given
that change is really the new normal for not only workplaces but our personal
lives too. In fact, I don’t refer to change as something out of the ordinary
anymore but as the standard: it’s what happens.
Despite it being a constant, humans can find change very
difficult to handle, particularly if they are not prepared and have a
personality type that is not very open to new experiences (known as Openness to
Experience in the Big 5 personality traits). One of our basic human
psychological needs is the need for certainty. Some need it less than others
but most of us like to be able to predict the near future at least. We also
like variety but only in doses that we can manage and control: risk with a
twist as I call it.
Another factor that is not talked about much is the
psychological contract. We all know what a formal contract involves. It is a
written agreement. At work, it is the job description and in a marriage it is
probably the vows although you could debate whether they are legal or
psychological. The psychological contract is unwritten and is based on
perception. When we join a new workplace or new team we watch what happens and
form a view about how people are treated and how they treat one another. We can
also arrive with expectations about how we should be treated and these two
perceptions are thrown into the mix and we end up with a psychological
contract. The same can be said for relationships.
Not all psychological contracts are positive. I’ve worked in
industries where there is a lot of bullying behaviour but because this is the
established norm not many people complain. Instead they learn to put up with it
and are more concerned with job security than they are with the negative
behaviour of others.
A breach of the psychological contract can have devastating
consequences that are, for many managers and colleagues/friends/partners hard
to understand. Our brains, having formed impressions and expectations about how
we are to be treated by others, reacts very badly when these pathways are
disturbed. In effect, we have a stress response to change. The emotional parts
of our brain are brought into play and we feel any one of a number of feelings
such as anger, sadness, disappointment, fear or helplessness, for example.
Trust is a great example. Most of us know that we find it
hard to trust someone again when they have let us down. It is mostly the
emotional part of us that is the barrier to trusting again because the stress
related to being let down feels so bad: we don’t want to risk again. Breaches
of psychological contact extend much further than trust of course.
The most obvious and very damaging breaches of psychological
contract involve bullying, favouritism, people being singled out, sudden change
in employment status, unsubstantiated claims being made against people, blame
and so on. I’ve been involved in many very problematic and expensive cases involving
worker’s compensation and worse where people have been severely damaged by
breaches of psychological contract.
Any change, such as in a relationship or in an organisation,
where suddenly (or maybe even slowly) expectations are shifting from a
previously established pattern can result in a breach of psychological
contract.
Things are not happening as the way they have in the past
and I don’t like the feelings that this is evoking. So, I’ll either ignore it
(denial), get mad and throw the toys out the cot, be passive-aggressive, be
helpless, white ant the change if I can, or become anxious. None of these are
particularly useful and are very uncomfortable for other people.
The important thing is to remember that psychological
contracts are very powerful, as the psychological research on expectations
shows us. The brain does not take kindly to its established pathways being
overridden. It doesn’t know what to do and reacts with stress.
So, one of the things I have found helpful, although still
potentially tricky, is to have early and focused conversations with people
about potential or even ongoing change. The conversation involves describing
the new world and the changed expectations. Then I ask the person how they feel
about it and let them talk about it before asking them how it will change what
they do. I have him or her describe the change in their behaviour in detail.
Then it is important to talk about whether this will be easy or hard for them
and what can be done to make it easier. Follow-up is critical for those who see
that this is not going to be easy and who are resistant. For those who react
badly I ask them what is making them react in this way and what barriers there
might be that we can overcome.
Essentially, this is a process of rewriting the contract,
rewiring expectations. No easy task but better than simply expecting people to
sink or swim. It also acknowledges that people’s feelings are important.
Having said this, there are other reasons why people don’t
change and choose to swim against the tide. If all measures have honestly been
taken to help the person deal with the change and its sequelae, then more
confronting measures might need to be implemented.
We live in a world where life and love is subject to change
and part of living in it is learning how to deal with this harsh reality.
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