Managing change

Managing change

Responding and adapting to the accelerating pace of change is essential to the success of the University.

As a modern University operating in a rapidly changing global environment, we have to organise ourselves to be flexible, resilient and agile. Organisational change is typically triggered by the need to respond to challenges and opportunities presented in the external and internal environment and to prepare ourselves for the future.

Change can occur in various ways and can be incremental or planned, small or large. Examples include:

  • changes to reporting lines
  • introduction of new technology, processes or systems
  • streamlining our operations
  • expanding or merging work areas.

Such changes may impact staff in minor or significant ways. Regardless of the type of change, the University is committed to:

  • managing change in a transparent and effective way
  • involving all people who will be affected by the change
  • minimising negative impacts and disruptions.

Your role in leading change

The University recognises that managers and supervisors play a critical role in the success of how change is implemented. Leading change can be a challenging process to navigate and the University is committed to providing you with the skills and support to confidently lead change. As a leader of change it is important to:

  • act as a change advocate by supporting the key principles and drivers underpinning the change
  • provide guidance and support to your staff and stakeholders through change
  • act as a point of contact for your staff and stakeholders during change
  • ensure regular and open communication, and address any concerns along the way.

Managing change at Macquarie

If the change is likely to have a significant impact on staff, the University’s Enterprise Agreement provisions will apply. Examples of change that may have significant impacts include, but are not limited to:

  • transferring staff to other work or locations, including to a new employer
  • a reduction in the number of positions
  • alteration of the way work is performed and organised within a work unit, including changes to organisational structure, academic programs or introduction of new technologies
  • alteration of hours across a work unit.

For more information please refer to the Academic Staff Enterprise Agreement, Professional Staff Enterprise Agreement and MUIC Teaching Staff Enterprise Agreement.

Need more help?

If you are planning any change in your work area, contact your HR Client Manager. Our HR team is available to discuss your requirements for a change process and advise you on your options.

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