Moving to a new home can have significant psychological consequences in the private sphere, especially for children. However, tact is also required when moving offices in order to keep the employees happy and to avoid unrest. People generally find it difficult to deal with changes, and employees themselves cannot influence the decision to move office at all. In order to prevent the negative psychological effects, optimized handling by the management level is of enormous importance.
Timely notification is mandatory
Being confronted with a fait accompli is an uncomfortable feeling for employees. The motivation in one company relocation can only be maintained if there is a sufficient flow of information in good time. If employees learn about the planned changes by chance, this can have some psychological consequences:
- Employees feel left out and ignored.
- Feelings of anxiety and worries about losing a job may arise.
- The motivation to do a good job can decrease.
- Concerns about the reorganization at the new workplace dominate.
If the employees are involved in the relocation process with a positive mindset, this increases their willingness to actively participate. This includes listening to advice, ideas and personal opinions. Even if these are not implemented in the end, the feeling of value is there.
It has a very significant influence on the perception of the move planning if it is communicated correctly. If employees are ignored, they are made to feel unimportant. This increases concerns about actually being just an interchangeable number in the company.
Help creates psychological stability
Overtime sounds frightening for employees at first, but when it comes to relocating the company from A to B, this cooperation has positive effects. A strong sense of unity develops when solutions are sought together and when the team makes plans to move together. Management also benefits when employees are involved. Perfect solutions can often be found for small and large problems and the employees are more willing to work a few hours of overtime.
In Germany it is becoming more and more established that Bosses let their employees have a say. The reasons for this are the same as for the integration into the relocation plans. If an employee does not have the feeling that they are just a replaceable service provider but a valued member of the company, this increases their willingness to work and their personal motivation.
Joint inspection of the new place of work
Fears play a big role when it comes to a fundamental decision like moving. Many offices have been occupied by the same employees for years, friendships and rituals have developed that are now in danger of breaking up. Fear paralyzes the willingness to work, motivation decreases, frustration increases. This can also have health consequences. While anger primarily raises blood pressure, anxiety about the job can lead to depression, burnout and general dissatisfaction.
Some of these fears can be allayed if enough information about the new place of work is provided before the move. If possible, an on-site inspection can be carried out with the workforce. It can also help to provide pictures and site plans of the new premises. If possible, the following questions should be answered in good time to reduce fear of change:
- Will colleagues continue to work together in one office?
- Will there be a change in office structures (open-plan office, individual office)?
- Are there any changes in personnel due to layoffs or new hires?
- How is the individual seating arrangement arranged in the office?
While such questions are not relevant for the management level, since they already know their new home and can set themselves up as they wish, they play an important role for the workforce. The negative psychological effects can be quickly cushioned if education and transparency are provided.
Change affects morale, motivation and efficiency
A company move is a radical change because it is often associated with additional process optimization. The office concept is being changed and digitization is being pushed ahead. As positive as these changes will be in the long term, they may appear frightening at first. Many anxious questions arise as to whether their job is still secure at the new place of work or whether there is a risk of dismissal.
Many people cling to ingrained patterns for psychological self-protection and are afraid of change. It is very important to pick these people up and motivate them to follow the new path. If the employees feel safe and don’t have to worry about their existence, the motivation to move will automatically increase.
Open discussions are the be-all and end-all, even if there are personnel changes or if the office structures have to be changed. When future improvements are properly communicated, it can have a positive impact on employee morale and efficiency. On the other hand, if you feel like a third wheel on the wagon, you will find it difficult to cope with change.
Conclusion: Psychology strategy makes the company move easier
The move of the company is not only a physical and structural challenge, but also a psychological one. If you forget this important factor, you run the risk of losing employees or having to win back their trust and motivation. Transparent action, on the other hand, strengthens the feeling of cohesion. It has often been shown that one’s own connection to the company is decisive for how satisfied and efficiently the employees carry out their tasks.
04/28/2022