Why Fairness is the Secret Ingredient in Organizational Change Success

by Jon Scaccia November 7, 2024

Imagine walking into work one day and learning that everything about your job will soon change. Maybe it’s a new manager, a shift in roles, or an overhaul of company processes. Organizational changes can feel overwhelming and sometimes lead to frustration or even resistance. But what if you knew that the transition would be handled with fairness and transparency? Would you be more open, more motivated, and even excited to contribute positively to the change? According to recent research, the answer is likely yes.

A study by Ling et al. sheds light on how group-level organizational change fairness—the shared perception among employees that changes are managed justly—plays a crucial role in inspiring proactive behavior and fostering positive attitudes. This isn’t just an abstract concept; it has a tangible impact on whether a team successfully adapts and even thrives during times of change.

How Fairness Drives Positive Outcomes

The research highlights that fairness in change processes doesn’t only make people feel good—it triggers specific proactive motivation states that empower employees to go above and beyond in support of the change. Think of these motivation states as “I can do this,” “I want to do this,” and “I’m excited to do this.” These attitudes are not only helpful; they’re essential in workplaces today where adaptability and resilience are prized.

Ling et al.’s study found that when employees perceive fairness in organizational change, they develop a sense of self-efficacy or confidence in their ability to navigate the change. This self-belief motivates employees to find solutions, get involved, and take ownership of the new direction.

Let’s consider an example. Picture a tech startup where the team learns they’ll be shifting from a remote to a hybrid work model. Suppose the leadership team communicates the reasoning, listens to concerns, and involves team members in the planning. In that case, employees are more likely to feel capable and eager to make the new model work. Their confidence isn’t accidental; it’s a direct result of how fairly they feel the change was handled.

The Three Pillars of Proactive Motivation

The study categorizes proactive motivation into three powerful states that, when combined, create a proactive and resilient workforce:

1. Change Self-Efficacy (I Can Do This)
   This is the belief that one has the skills and resources to meet the challenges of change. With fairness as the backbone, employees feel more capable, reducing fear or self-doubt and instead embracing an “I can” mindset.
2. Involvement (I Want to Do This)
   When employees are actively included in discussions about changes, their intrinsic motivation grows. They see the value of their contributions, find purpose in the transition, and connect with the organization’s mission on a deeper level.
3. Positive Experience to Change (I’m Excited to Do This)
   Fairness fosters excitement and a positive outlook toward change. Employees who experience fairness report feeling inspired and energized, enhancing not only their performance but also the workplace atmosphere.

The Real-World Impact of Fairness in Change

The influence of perceived fairness goes beyond individual motivation—it creates a ripple effect across the team. When fairness is central to the process, employees collectively feel better prepared and more unified. In the study, employees in fair work environments were more likely to display behaviors that support organizational growth, from suggesting improvements to adapting new work methods.

However, the study also found that fairness alone isn’t enough. The perceived impact of the change—essentially, how disruptive or overwhelming it feels—can either strengthen or weaken these positive effects. When the impact is low, the benefits of fairness are amplified, leading to greater confidence and positivity. But when the effect is high, even fair processes can feel challenging. This insight is essential for leaders to remember: balance transparency with supportive practices to keep teams motivated even when change looms large.

Bringing Fairness into Your Workplace: Practical Steps

If you’re a manager or leader, the idea of fostering fairness might feel abstract, but there are simple, actionable ways to make it real for your team:

1. Involve Your Team Early and Often
   Transparency goes a long way. Start by explaining the “why” behind changes and provide clear, detailed information on how these changes will impact daily work. Involve team members in brainstorming sessions and decision-making where possible. This shows respect for their voices and perspectives.
2. Focus on Building Change Self-Efficacy
   Support your team’s confidence with relevant training and resources. If you’re rolling out new technology, offer hands-on sessions and a supportive learning environment where questions are welcomed.
3. Celebrate Wins and Small Steps Forward
   Recognize and reward contributions, even small ones, that help drive the change forward. Positive reinforcement helps keep morale high and reminds everyone that their efforts are making a difference.
4. Create Safe Spaces for Feedback
   Allow open, judgment-free spaces where employees can share their thoughts and concerns about the change. Addressing these concerns directly makes employees feel valued and helps you refine the process.

Why Fairness Will Always Matter

In times of change, fairness is like a compass guiding organizations and teams to adapt with integrity. When employees trust that their leaders are being fair, they’re more willing to step up and invest in the organization’s vision. This study reminds us that fairness is about more than treating everyone the same—it’s about respect, transparency, and fostering an environment where people feel capable and motivated.

As we navigate an ever-changing world, organizations that prioritize fairness in their change processes will cultivate resilient teams ready to face new challenges with optimism and confidence. Fairness might not eliminate all resistance to change, but it builds a foundation of trust that enables everyone to move forward together.

Join the Conversation

How has fairness (or lack of it) influenced your attitude toward change in the workplace?
What strategies would you recommend for leaders to enhance fairness during times of organizational change?

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