Change Management is all about successfully handling or managing the entire change that is going to be implemented.
Change Management or Handling the Change in any organizational can have unsettling impact on employees. You can help through thoughtful planning, effective communication, and engaging employees. Exploring how changes can be handled in a psychologically safe way.
Change management’s importance can’t be emphasized in excess. The most important reason behind this is that presently with increasing globalization we are competing with the various emerging economies. If anyone desires to survive in this world full of competitors. Innovation is undoubtedly the need of the hour as it is becoming very much essential to compete for survival. The innovation needs a fair amount of changes at different levels of the organization. To achieve the proposed change in the organization, everyone in the organization has to be aware of the need for change management. And then the required implementations are to be done.
“The world hates CHANGE, yet it is the only thing that has brought PROGRESS.”
– Charles Kettering
The word “Change Managements” may sound differently for different people. For few, it could be just shifting of the gears or responsibilities in their managements. And for others, it can be setting up a procedure for new systems.
Change Management proves to be a useful tool under some situations like:
1. If you are employee or a business executive who will have the sort of helpless feeling. To see that the company you’re working for is falling apart due to under-performance. That’s the time to consider Change Management and to discuss with all the senior staff members. Discussion in an open forum helps to improve the condition of the company. As a tool, Change Managements has the great ability to turn your company and here most of the people will not have the clue on how this works.
2. If you own a company or work with a particular company which has taken a great hit due to the ongoing crisis, here a handful of experienced professionals will help you to implement the Change Management. It will help you tackle the crisis in a professional way.
There are a number of approaches to take change management. Each of the approach has its own advantages and disadvantages and also some risk factors with it. The policies of change management may vary from one organization to other.
People are uncomfortable with change. Routines are comforting. Changes, however, are a natural part of a business’s life-cycle, and big changes can often lead to dissatisfied staff members. You may not be able to impact your staff’s first reaction. But you can control how you prepare them for the transition.
Here are 7 ways to help employees cope with Organizational Change.
Let’s get started with one that has the potential to change everything:
1. Recognize great work
This most important step is often missed in change management, Studies has shown that when employees and their work are valued, their their productivity and satisfaction is raised, they are found motivated to maintain and improve their good work. Praise and recognition are essential for productive and motivated workplace. Everyone wants respect and value by others for their contribution. It is highly valuable factor in Organizational Change.
2. Explain the Why, When, and How
Eliminating as many unknowns as you can will give people fewer details to worry about. So while introducing or implementing a change, give as much detail as possible about why the change is happening, when this change will go into effect, and what the process will look like.
3. Promote positives for handling the change
Let’s be real— Negative emotions always have their place in the minds. Most of the changes have both positive and negative sides, but when presenting to your staff, focus only on the positives. If you remain optimistic upbeat or motivated, your employees are more likely to reflect a similar attitude and it also helps in handling the change.
4. Listen Openly to Concerns
Even after a clear spell out of what is happening and why, your staff still can concerns. Attentively listen to them and provide any additional information and reassurance your staff needs to accept the ongoing change. Your employees are a resource and they can also provide insights that you haven’t considered before.
5. Provide a sense of security during Organizational Change
It’s not about hiring a bouncer for your office although security of employees is a must. Here the talk is about employees feeling secure enough to show their full selves at work.
Psychological theory stats that there is a list of basic needs that people require before they can be motivated to reach their full potential. Security comes right after the physiological needs like food and water etc.
6. Encourage teamwork
Teamwork is one of the greatest motivators out there. Realizing that you have your colleagues back and are your cheerleaders is an amazing feeling. When your motivation dips, your teammates are right there with you, rooting for you as you complete the projects. Or can even go some extra miles. This can yeast positive outcomes in Change Management.
In fact, employee happiness is much more closely correlated with peer relationships at work, rather than relationships with managers or supervisors.
So have a look at how you are structuring your work environment:
Does it encourage teamwork? or Does it limit interactions among the employees?
If you are not giving employees an opportunity to work in team, you’re missing out on a huge opportunity.
7. Offer small, consistent rewards
Rewarding employees for their hard work is a motivational rule that is rarely consider. However, there are several ways to go about doing that, and some are more effective than others.
Annual bonuses are a common way many companies reward employees for their hard work. Unfortunately, an annual bonus perceived as routine, disappointing, or unfair. In addition, It can even damage motivation in the workplace. they don’t often provide the motivation they are design to provide.
Providing smaller and consistent rewards throughout the year is a great way to boost motivation consistently over time.
Some stats shows the 70% of the employees have same expectations. Their motivation and morale would improve significantly if they receive more recognition from their managers.
Handling the Change
Change management or organizational change is all about having the courage, conviction and the right vision. Change management needs the perfect ability to handle risk levels both at business and personal levels and also the capability to reveal the commitment to change. Some leading organizations have undergone the change management and workforce management programs and also have established successfully the change required.