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The feedback gained alongside staff involved in, or impacted by, the change initiative can be used to evaluate the impact of the change and the effectiveness of conflict management strategies used throughout the process. Through reflection and subsequent action, leaders will ensure that they can handle future conflicts more effectively (Overton & Lowry, 2013).
As the feedback might indicate, a diversity of interpretation on the change is likely to emerge. As Raza and Standing (2011) indicates, perception can exist along a continuum in regard to:
Perception of the change: its meaning, how much control they possess over it, and how much they trust those who promoted it.
Impact assessment: ranging from enhancing the organization to threatening or being destructive to it.
Response: reactions including denial, opposition, tolerance, acceptance, support for, or embrace of the change (Raza & Standing, 2011).
Alongside the range of perspectives, consider the following factors that will guide your evaluation of change in regard to conflict management:
How the process was carried out, and how that impacted conflict.
How perspectives and reactions impacted conflict and the change process.
How values and interests were impacted by conflict and the change process.
Changes in attitudes or involvement in the change process, and how conflict changed.
How relationships and boundaries were tested (Raza & Standing, 2011).
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