BANGALORE: At a time when almost all organisations are going through changes, individuals need to change too. "The important thing is to look beyond mere survival and seek opportunities for career advancement," suggests former HR head and consultant M.K. Rao.

Resisting change is the usual reaction in many companies. For example, many major corporates now have a system of regular performance appraisal based on which an employee's compensation package can grow or remain static. In some cases, even shrink if you consider inflation.

Team leaders who are more frequently in touch with the top management have an important role in getting employees in the change mode. "They need to communicate what are the changes being effected, say in the organisational structure, why the changes are necessary and how the changes are expected to be implemented," Mr. Rao says.

Are all team leaders communicative enough? Many hold information close to their chest, imagining those down the line need not know. Others merely ask for changes without explaining why. This is where the mental resistance from team members comes in. When one has been doing something the same way for five or ten years, a new method or change in attitude does not come easy.

"Communication in any organisation has to be a two-way affair. The team leaders should seek feedback from the team and find out what they need to effect the changes expected," K. Panduranga, management consultant, says.

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