Managers get headaches from all the changes they have to make. Not only those changes themselves give them a headache, but dissatisfied employees also cause them sleepless nights.  

It is like this.  

Managers are the drivers when it comes to change. At the same time, they are continuously assessed for employee satisfaction. That satisfaction has to be high, otherwise executives are not doing a good job, is the thinking.  

But in change processes, dissatisfaction is actually a good sign. 

Change almost always causes anxiety among employees. They lose roles, responsibilities, systems. Or tasks and systems will be added. Tasks they often don't like or that are new.  

That creates dissatisfaction, resistance, hassle. 

Without unrest and discontent, there is no change. Everyone then stays in their comfort zone and everything stays as it was.  

Employee satisfaction passed. Change failed.  

So (temporary) dissatisfaction is actually a good sign when it comes to change. Then you have done well as a manager. 

Executives should therefore not be judged on satisfaction when significant change processes are involved.  By doing so, you give a double message as an organisation and that is bound to cause hassle.  

Everyone in the organisation has to accept that employees are temporarily less satisfied and leaders temporarily score lower on their (inspirational) leadership. That is the price of change.  

I always encourage the leaders I work with to take that prize, for the results that really matter.