1 Many managers make the mistake of not involving staff when they planning. 2 Yet research shows that staff who have been involved in making decisions 3 are less likely to end up resisting changes at a later date. It is only by consulting staff 4 that management can understand the issues that might being worrying them. 5 Managers need to check that aims and objectives are being clearly communicated. 6 Uncertainty about what might be happening in the near future can cause anxiety. 7 To avoid this, many companies are now has employee feedback meetings. 8 Increasingly, staff are being encouraged to express their concerns rather than 9 keep feelings bottled up inside. Some people might be held unrealistic 10 expectations about their future role in the company. Dealing with this will 11 require both sensitivity and honesty. If the company is already been providing 12 training for employees, is made plans to deal with any extra work arising 13 from the changes or is implementing a reward system to recognize people’s efforts 14 then the transition is far more likely to progress smoothly. Employees who feel 15 that their hard work are being overlooked are at risk of becoming de-motivated. 16 This is often the case when an organization finds that it is losing key workers.