Geopolitical challenges, tightening of China-US relationship, and China’s Zero Covid Policy have disrupted the current economic environment, reshaping supply chain and driving changes on businesses. Indeed, many companies are rebuilding their organization structure on operational level – hybrid work model – and on structural level – mergers & acquisitions, split-off or closure of business. 


Changes in the business model have an impact on the overall operations of the company and on its employees, redesigning workflow, potentially affecting employees’ roles, scope of responsibilities, location, and in worst-case scenario, laying off people. 

In a scenario where disruptions and changes are the agenda, Human Resources are central and critical in designing internal organization restructures, developing, and implementing action plan, and ultimately but most importantly in supporting employees in adapting to changes. 


How to support employees in adapting to changes?

We, Consea Group, have highlight 5 key elements for you.  (add hyperlink of Consea homepage)


  1. Understand the change 

First and foremost, understanding changes is fundamental. Why are we changing, what needs to be done, how do we move from point A to point B, are key questions you need to have answers to. Without knowing the whys, it is difficult to believe and drive the changes.


  1. Effective communication  

Once identified the whys, action plan and how, take time to communicate and explain it to your employees. Consistency and clear communication are essential. Do not limit to simply informing them, rather make sure they understand the reasons behind and be present for their doubts and concerns. 


  1. Remember the intangible  

Organization changes have impact on the personal level too! Remember the emotional and intangible elements. Have the leadership to speak first. Ask them to share with the team how they interpret the changes, what are their thoughts. Create connection and a support system where employees feel safe to share their own experiences, by letting leaders showing up first.  


  1. Un-learn and Re-learn 

Often, changes are seen as threaten to an already established and functioning system. It is human to show resistance and refusal to changes as it is mining what is familiar to step into the unknown. Thus, it is important first to un-learn behaviors, patterns, and systems in order to re-learn during time of changes and building resilience


  1. Involve, collaborate, co-create in times of changes

To facilitate the transition, involving, collaborating, and co-creating with employees during and after the changes give employees ownership in the change, consequently becoming more likely to support said change. Moreover, it helps to find synergies and eliminate/limit complexities. 


Changes can be intimidating, but with the right combination of knowledge, communication, leadership and environment, HR and companies can support their employees and ensure a smoother transition during changes.




Valentina Meng – Recruitment Consultant & China Social Media Manager

Chiara Altomonte – General Manager and Head of the Fashion & Retail division