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Organizational Management : How To Manage Organizational Change
In this installment of our guide to organizational management we look at managing change...
Successful organizations will be required at some point in their development to effect change. Changes can result from operational strategy makeovers, when adding or removing major units of practice, or even when the underlying mission statement of a company undergoes a transformation.
Companies that do not address change properly will fail, plain and simple. While organizational change can produce staff anxiety, if approached the right way, it doesn't have to be complicated, and by adhering to some basic principles, a company can effect change in a relatively stress-free way.
That's the way we've always done it. How many times is that sentiment heard during a time of change? Sometimes people are adverse to change because it means taking the time and making the effort to learn something new. So, those companies that realize change starts with its workers are more likely to have success in implementing change. The best-written policies in the world are of no consequence if your workers won't use them.
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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