For example, in the desk restructuring that I spoke earlier, decisions were made without input from the current staff. Part of the reasoning behind this was that some staff positions were going to have to be cut, and the decision needed to be made objectively, without stirring up a great deal of controversy that would not have been helpful to the situation. Examine your situation and make a determination of how much feedback needs to be gathered and what the most appropriate venue for that feedback would be. Also realize that these discussions may also lead to a great many rumors about potential changes. Once a decision is made, be honest and up-front with people about when and how the changes will be implemented.
People always feel uneasy about change.
That uneasiness can be reinforced if people feel they do not understand what changes will take place and when the changes will occur. I attempted to provide some general information for you. As such, it is extremely important to assess not only how, but when change should be implemented. You must become the expert on understanding your environment. Our field will always see a great deal of change, and staffing structures will need to adapt with the changing times.