The biggest challenge to organizational change is not the lethargy of the management above them.,it is the resistance of the employees who need to be trained. Need for change is constant not just to thrive, but also to survive.
Driving any change is not an easy process. It needs support ,perseverance and acknowledgement. A few points that should be taken care of while driving major changes are given below:
Buy in: The employer should not only do, but also make it manifest that employees inputs have been taken before the change is done. When buy-in happens, even if all the suggestions of the employees aren’t taken into consideration it gives a credibility because , people know that the company made an attempt to taken their views
Lead the change: In every organization, there would be people who are trusted and in whom the faith of the people lie. This can be organization head, sometimes head of the unit, or sometimes managers who lend a lot of credibility to the team. These people should be identified and ask to lead change management.
Let people know in advance : Let people know in advance what are the changes and how to cope up with them. In case of process changes or organization wide career level changes, mini sessions and discussions can help them prepare. For major technology changes, trainings and on the job mentoring has to be provided.
Address their fears : It is not unnatural for employees to have their own fears in the course of a major change. This can range from the fear of inability to cope with day to day activities as a result of change to something as critical as losing promotions or even the job. The company should ensure that no fears are left unaddressed.
Tell them the benefits– The last and the next important move important move is to let them know how the company and themselves will be benefitted by this move.A detailed account on the way things would work and the objectives that can be achieved through such a new system should be driven across the organization.
All said and done, change management isn’t an easy process and will need regular follow ups and issue fixes so that nothing loses the grip or fall out of place.
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Good effort!
Good effort..
Nice
Good job..
Exceptionally well written and presented. The post emphasizes on the practical behavior of the employees/ people. It also focuses on the points that help people to accept changes. “The need for change is constant” is the highlight of the blog.
very well written as employees everytime resist change as they do not want to learn new changes because they think they are not capable of adopting the change and think that they may be retrenched from their job therefore almost everytime they resist the change .
Very well written..