Change management is the topic for this part of our guide to organizational management...
Organizational change is required at different points in an organization's life, such as strategy changes, additions or removal of products or services offered, or even the nature of the company's operations overall.
It's not something that can be ignored, indeed those organizations that try to do that inevitably fail. Yet, it needn't be complicated, following a few simple principles will go a long way to successfully managing changes in an organization.
Changes will only happen if the employees of an organization embrace the idea of the change. Its easy enough to develop and distribute a policy, but it is of absolutely no use if your employees refuse to follow it by continuing to do things the way in which they're most comfortable doing them. Any organization facing a change must take into account that the change has to be accepted at all levels of the organization.
Effectively communicating with staff about not only why the change is necessary, but how it will benefit them in the end, is critical. Humans have a tendency to focus on what they might have to give up as a result of the change, but this can be offset by managements strong emphasis on how the change will ultimately result in positive advantages to staff. No matter how great the strategy appears in theory, it will not hold water until staff accepts it.
When proposing changes to systems or processes within an organization, it is very important to solicit the feedback and recommendations of those who will implement the change. While different means of communicating to staff may be necessary (things such as newsletters, speeches, values statements, or corporate videos from senior management), there is no substitute for involving staff in the overall process. When people have an opportunity to participate, it provides them with a sense of ownership, and that can be extraordinarily beneficial when it comes to implementation.
Organizational change is required at different points in an organization's life, such as strategy changes, additions or removal of products or services offered, or even the nature of the company's operations overall.
It's not something that can be ignored, indeed those organizations that try to do that inevitably fail. Yet, it needn't be complicated, following a few simple principles will go a long way to successfully managing changes in an organization.
Changes will only happen if the employees of an organization embrace the idea of the change. Its easy enough to develop and distribute a policy, but it is of absolutely no use if your employees refuse to follow it by continuing to do things the way in which they're most comfortable doing them. Any organization facing a change must take into account that the change has to be accepted at all levels of the organization.
Effectively communicating with staff about not only why the change is necessary, but how it will benefit them in the end, is critical. Humans have a tendency to focus on what they might have to give up as a result of the change, but this can be offset by managements strong emphasis on how the change will ultimately result in positive advantages to staff. No matter how great the strategy appears in theory, it will not hold water until staff accepts it.
When proposing changes to systems or processes within an organization, it is very important to solicit the feedback and recommendations of those who will implement the change. While different means of communicating to staff may be necessary (things such as newsletters, speeches, values statements, or corporate videos from senior management), there is no substitute for involving staff in the overall process. When people have an opportunity to participate, it provides them with a sense of ownership, and that can be extraordinarily beneficial when it comes to implementation.
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