Change management has had a staggering evolution over the past decade. For change to be successful organizationally, employees need to be well equipped and supported. Unfortunately, many companies fail in this department, which results in high turnover, increased dissatisfaction, and low morale. The solution? Efficient change management.
First, what is change management?
The simple answer is that it is the management of change/development within a business that enables managers to support their teams through transitional periods. It’s rare that an organization can increase revenue without some change. Whether you’re integrating new tech, onboarding new talent, or completely restructuring the company; these are all changes that require a certain level of management.
When something new comes around, as exciting as it can be, without the proper precautions, it can wreak havoc on the team. Even a new entry-level hire can throw a wrench on a consistent project. Here are the building blocks you need to make effective strides:
Communicate the vision
Making a change without a goal in mind is confusing… people are going to ask questions, so you better have answers. Specifically, people want to know the why. People create change when they have a problem that needs to be solved. As the old adage goes, “why fix what isn’t broken?” Facilitating change without reason feels like herding a bunch of stray cats. The vision is your guide; let it take center stage.
Strategize
People that have been with an organization for many years are often the ones that are the most resistant to change. They may be concerned for their job security and can be reluctant to steer away from what they’re used to. Pulling them into the fold, responding to their concerns, and allowing them to connect change to the strategy is the best way to align them with organizational goals. Discussing the potential outcomes is important because ideas without a strong link to the overall bottom line can be meaningless.
Incorporate the old infrastructure
Going cold turkey and making a drastic change isn’t always a great idea. Slowly integrating new changes, or incorporating old systems, usually leads to an overall better outcome. As the change practitioner, when you’re not introducing anything new, employees are able to leverage their previous routines.
Sometimes, a big part of that change is bringing in new blood. Great companies are a collective of great people and even with the right strategy, you need the right leader to take the bull by the horns. Learn what JDI can do for you here.