From Uprooted to Rooted: Guiding Employees Through Transition
In 1976, Steve Jobs, Steve Wozniak, and Ronald Wayne founded Apple. Almost ten
years later, just after the launch of the first Mac computer, Jobs, who had been the face
and voice of the company, was forced out. In true Jobs fashion, he connected with, not
a computer firm as you might expect, but a movie studio called PIXAR. He found
himself suddenly having to adapt to a totally different environment, way of
communicating, and creating.
As you might guess, Steve Jobs went through transplant shock—the same challenge all
plants and people face when uprooted and placed into a new environment.
When we choose to make a change—whether moving to a new city, role, or
organization—it’s tough. The process is both logistical and emotional. Our professional
and social roots are unsettled, and an inner re-orientation must occur before we can
thrive. That’s where support systems become critical, just as they do with plants.
Here are a few lessons leaders can draw from the transplant process:
- Stability is essential. Plants need steady soil conditions to recover. Likewise,
employees need clarity. Onboarding should include clear expectations, defined
performance standards, and consistent access to tools and resources.
- Nourishment fuels growth. Just as plants require nutrients, employees in
transition need regular feedback and learning opportunities. Leaders who check
in often, provide guidance, and offer training help prevent the “sink or swim”
dynamic that undermines growth.
- Protection from stress matters. Gardeners adjust sunlight and water to reduce
shock. Similarly, workplaces thrive when people feel safe to ask questions, share
input, and make mistakes. Assigning a mentor or buddy eases integration, while
rituals like daily huddles or weekly check-ins prevent isolation and build
connection.
- Time and patience are non-negotiable. Transplanted plants don’t flourish
overnight, and neither do people. Leaders should acknowledge that it can take
weeks or months for new hires to feel at home. Celebrating small wins along the
way helps those roots take hold.
Steve Jobs tapped into the support structures of a collaborative industry. He found
mentors and a network of industry leaders outside the world of computing. Pixar’s
culture encouraged collaborative storytelling and experimentation. This collective
approach provided him with a new kind of soil to grow in, even when he felt unsteady.
Organizations everywhere can do the same for their “transplanted” employees. By
building systems of clarity, nourishment, protection, and patience, leaders can turn
moments of shock into seasons of growth.
Keep growing strong,
Jeff
