Organisational Change need not be stressful

Organisational changes are rarely fun or easy. To remain competitive in the market, companies must evolve and adapt to the changing climate. But organisational changes whether big or small can be disruptive to the workforce if you don't have strong change management process in place.

Many companies tend to be ineffective at organisational change. It's not as simple as just changing the name or deciding to merge with another successful company or undergoing a shift in culture. For change to be successful, you must take into account every aspect of the company from the culture to the top leaders and even part-time staff. There are several strategies for change management you should consider adopting before you make any shifts within the organisation.

Management support for Change

It is critical that management shows support for changes and demonstrates that support when communicating and interacting with staff. Employees develop a comfort level when they see management supporting the process.

To initiate any type of change, you should form a team that will lead the charge. But ensure that people at the helm of the change process are competent and aligned on the cause.

You should establish goals for transitions. While you can simply tell your employees change will “accelerate growth,” it’s much better to set concrete goals that can be measured.

Ask for Feedback

Many organisations ask for feedback after they’re already shoulder-deep in their change initiative. But you may be more likely to succeed if you begin the change with the feedback already in hand.

According to a recent survey 38 percent of lower-level employees don’t agree with the change initiative their company is undergoing. Employee engagement survey tools that help you gain insight from employees on the front line who are affected by the day-to-day change, and this can help streamline the change process.

Define the Change

It’s not enough to just tell your employees that change is coming. You should establish goals for transitions. While you can simply tell your employees change will “Increase growth,” it’s much better to set concrete goals that can be measured.

To do so, make the goals “SMART”: Specific, Measurable, Action Oriented, Realistic and Time Bound. You’ll not only be able to measure your progress, but you'll also give your employees something solid to work toward and they will be involved in implementation.

Employee Involvement

All change efforts should involve employees at some level.  Organisational change, whether large or small, needs to be explained and communicated, specifically changes that affect how employees perform their jobs.

Whether it is changing a work process, improving customer satisfaction or finding ways to reduce costs, employees have experiences that can benefit the change planning and implementation process. Since employees are typically closest to the process, it is important that they understand the why behind a change and participate in creating the new process.

Simplify

Over complicating matters may just make your employees confused and overwhelmed, keep things simple and avoid trying to do too much at once. Stick to a goal. Define it with simplicity.

Do It in Sections

Begin by introducing the change into only one section of the company. Doing this can allow you to figure out the difference in productivity, morale and finances, which ultimately determine whether the change has potential for success across the entire organisation or if you should do more tinkering before escalating it.

Don’t Stick to Bottom Line Numbers

Remember those defined goals? Don’t just make them about finances and figures. The emotional aspect may be just as important. Ensure there’s an emotional drive toward making a change.

Adopt Recognition Programs

Set standards by recognising employees who are aiding the change. Tailor the rewards to specific actions and company values so other employees know what type of behaviour is rewardable. It can also show that you truly appreciate and acknowledge your employees during this difficult time.

Keep Communication Lines Open

It’s not efficient to communicate the change, then assume that employees are ready to go. Instead, look for feedback—and do it constantly!

Organisational change can undoubtedly be stressful. But it can be stressful for all employees, from the top-down, which is why you should maintain employee morale through clear communication, feedback and employee recognition.

For more information on how to grow your business contact Paul Redmond at 053 9170507 or email paul@rda.ie