Fast v Slow Change

Fast change is usually done under the directive approach, ie imposed from the top with no significant deviation from the initial plan and usually little involvement from others or consideration of alternatives; an example is cost-cutting. This can have many challenges as speed can be overwhelming, creating uncertainty and conflict so that it is difficult for stakeholders to identify with the change. This can have a negative effect on commitment levels and even derail the process of change, especially if inadequately resourced. These negative impacts can outweigh the benefits of the change.

In contrast, participatory change which involves many different stakeholders is slower and more inclusive; this all increases the chance of success.

The relationship between management and staff needs to be considered during change: 

"...As motivated staff are generally considered to perform better and are seen to be more satisfied in their jobs, declining levels of motivation would present a significant concern for any organisation. Motivation of the workforce is a complex issue comprising a number of interrelated factors which are seen to directly influence satisfaction levels with varying extents..."

Taryn Haynes-Smart, 2010