Change management can be challenging, but nevertheless, organizations should be prepared to face it at all points of time for the betterment of their business. Organizations must know how to deal with the process and how to plan ahead. Successful management of the transition ensures smooth working without affecting the productivity along with keeping up the morale of the team.
Though it seems difficult to face the resistance which is almost inevitable, it is recommended to follow accepted models and execute the process in a planned manner. Here is a summary of the steps involved.
Change processes are better accepted if you define its aim. Think about what you want to achieve by the change, how it is in sync with your company’s mission or if necessary, how it is taking the mission forward. Focus on accomplishing goals that are SMART – Specific, Measurable, Attainable, Relevant and Timely.
Chart Out The Map
You have established the objectives, but have you laid down the path to achieving them? You must plan about the smallest details like resources, costs, incentives and implications of the change on business. For instance, if you are implementing CRM software, then you need to list out vendors, determine whether it is to be implemented in one branch/department or across the company, calculate its cost to the company, additional monetary compensation that employees may expect to put in extra hours to manage the change and most importantly, if the change is feasible.
Take Inputs and ‘Sell’ The Idea Mutually
Remember that you are leading the change, but it is the employees who would be executing it at the ground level. Generally, people do not like to move out of their comfort zones. Hence, employee resistance is natural. The best way to break down this barrier is to involve your team by taking their feedback and then gradually move towards a mutual conclusion about the change. You could identify employees who you could take into confidence by asking their direct support.
Two-way communication between top management and employees is completely essential for a smooth transition. Discussing possible threats, confronting the need for adopting new methods and technology and applauding positive inputs helps in seamless change management.
Regular monitoring is necessary to know how well the change is being implemented and whether it is moving in the right direction. If not, then you need to plug the loopholes or make necessary improvements.
Change management requires planning, involving the team early on and seamless execution. If you are still not confident, take a strategic management course to learn about change management.