Change that is imposed onto individuals results in compliance, while collaborative change leads to genuine commitment. Engaging employees in conversations about change allows them to make choices, which activates their commitment and leads to reduced stress and improved performance. Traditional approaches relying on rewards and punishments quickly lose effectiveness, creating a disengaged workforce. Engaging employees in the process enables them to shift their mindset from ‘I have to’ to ‘I choose to’ through specific guiding questions, fostering a more meaningful connection to their work and enhancing satisfaction.
Change done to you triggers compliance; change done with you creates commitment. When change allows for conversation, meaning-making, and choice, your brain stops fighting it.
Compliance seems easier but leaves you stuck—you endure change without any growth. Those who find ways to commit feel less stress, gain new skills, perform better, and report higher satisfaction.
Motivation through rewards and punishment fades fast. Within three months, you’re just going through the motions, waiting for the bigger carrot or dodging the bigger stick.
Change crafting turns 'I have to' into 'I choose to' through five simple questions. Your brain constantly evaluates: Is this change safe to engage with or something to avoid?
#change-management #employee-engagement #commitment-vs-compliance #workplace-dynamics #motivation-strategies
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