The notion of ability to change is rarely included in the planning of initiatives. However, it is a key success factor when making changes.
In a period of change, there is a loss of productivity due, among others, to the transition time for its implementation. Technical preparation, learning and ownership of new ways of doing things slow down individual and global performance. Depending on the magnitude of the change, the loss of productivity and required time will vary. For example, implementing new software will have a greater impact on productivity and will take longer to adopt than the upgrade of an existing software.
During a learning period, a person loses all her bearings. She no longer thinks of the numerous things she knows and knows how to do; She only thinks of what she ignores and feels incompetent. Her performance falls, because learning is tiring, weakens, and places the individual in a zone of discomfort. Humans are comfortable when they automate their activities. They have to leave their zone of comfort when they are learning and will find it back only when they will have integrated everything into their routine.
It is unlikely that a number of simultaneous changes or, close in the course of time, will be successful. People will permanently be outside their comfort zone, leading to a degradation of their well-being and performance as well as a constant loss of productivity for the organization.
It is recommended to avoid planning changes simultaneously to modulate the productivity of the company while taking into account the well-being of the employees.