How to Approach Workspace Change

Written by Samantha Simpson

The success or failure of a workspace change is, in large part, dependent on the change program that an organisation chooses to implement. A critical component of any change program is effective employee engagement yet, the level of engagement varies greatly from one approach to the next. Here, we look at three different approaches to change management-  authoritarian, management and enablement.

Authoritarian approach

An authoritarian approach to change exists when organisations approach change with the aim of maintaining control and order without any meaningful contribution from employees. The mentality typically present in this approach is that employees should defer to authority and those who are not on board with the change are welcome to leave.


This type of approach will likely result in friction between management and employees and can have a negative impact not only on the change but also on the broader organisational culture and morale.

Management approach

In a change management approach the change program is designed around the lowest common denominator - the most resistant employees. Where the authoritarian approach rejects any negativity, a change management approach acknowledges the negative perceptions that exist and delivers a change program that focuses on reducing any resistance.

As this approach aims to alleviate employee concerns, it is reactive to feedback and shines a spotlight on the negative employees rather than engaging with those that have positive attitudes about the change.

Enablement approach

Finally, the change enablement approach is proactive and pre-empts any potential resistance by involving employees in all stages of a change. A change enablement program is a human-centred approach to change that engages employees in the process to co-create the future workspace together. Employees’ insights are not only valued, but actively sought after; resulting in a workspace that better reflects the needs and aspirations of employees.


By focusing on employee engagement, this approach generates employee buy-in and momentum for the change as employees actively participate in shaping their future workspace experience.

A positive change experience for all

When approaching change, it is critical to understand that limiting employees’ involvement in the change process can not only increase resistance towards the change, but can also result in a subpar workspace as valuable employee insights are disregarded.


A change enablement approach encourages a high level of employee engagement and creates a platform for knowledge sharing, collaboration and co-creation. Enabling employees to contribute to the process can create a more effective workspace and a positive change experience for all.

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Our People and Culture Consultant, Samantha Simpson is a trained professionals in workspace strategy and research.

They guide organisations through the change management journey, whilst optimising staff productivity and wellbeing.

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