Understanding how people respond to change
The human reaction to change is now well understood. The change process is commonly understood by reference to the research on people’s reaction to bereavement. Elisabeth Kubler-Ross has been a great contributor to our understanding of the experience of loss and bereavement, as well as how we react to changes more generally. The stages of loss that people typically go through are now commonly known as the Change Curve.
1. Shock. The first reaction can often be shock – and all the emotion that results from this.
2. Denial. This is a typical reaction and it is important and necessary. It helps cushion the impact of the inevitability of change.
3. Frustration and anger. The person resents the change that they must face while others are less affected.
4. Depression. First, the person feels deep disappointment, perhaps a sense of personal failing, things not done, wrongs committed. Around this time they may also engage in bargaining: beginning to accept the change but striking bargains -for more time, for example,
5. Experiment and decision. Initial engagement with the new situation and learning how to work in the new situation, as well as making choices and decisions, and regaining control.
6. Acceptance and integration. Dr. Kubler-Ross describes this stage as neither happy nor unhappy. While it is devoid of feelings, it is not resignation – it is really a victory.
People who are made redundant can go through a similar process. Just as with other types of change, people often go through a first stage before denial – that of shock or disbelief. We have witnessed people in shock following news of their redundancy. It can take a long time for people to reach the acceptance stage and often people oscillate between the different stages.