When an organization introduces a new change, its acceptance and execution are the most two important elements. It is very difficult to break from the mould, so employee resistance is the first thing you will have to deal with. Employees need to accept the change in full spirit. Whether the change is small or big, proper execution will ensure that it has been implemented successfully.
In order to deal with these two key concerns, the change management has to be a well-planned strategy. It has to be undertaken through a step-by-step process.
Step 1: Align and Define the Scope of Change
Let’s say; you want to introduce new technology in the company. You have to think if this technology is at all required, who all will be affected and what would be its impact. In a nutshell, will it help to meet the business goals? After having answered these questions, you have to identify the scope of change:
- Whether it will on a trial/pilot or permanent basis.
- Whether it will be implemented only in one department, branch, city or all geographical locations.
Step 2: Communicate the Change
You need to develop an effective communication strategy to:
- Inform the employees about new changes and highlight how it will benefit the organization.
- Emphasize to employees that the new change will ease out their efforts, improve their performance and boost productivity.
- Explain how the change management will be executed.
Step 3: Engage the Employees
The change management is incomplete without employee participation and acceptance. After you have communicated the change, call upon the employee representatives from each department to seek their opinions. Remember that they do all the groundwork and can give valuable feedback on the impact of the change and if there are any deviations or loopholes. Involving them in the change management will lessen their resistance to a significant extent.
Step 4: Create Change Management Team
Allocate the responsibility of change to a dedicated team. The members of this team will drive the change in the organization from top to bottom. If required, enrol them in change management courses.
Step 5: Train Employees
The change will be effective only when employees are trained to execute it. They need to have necessary skills, resources and knowledge to make the change happen like the way it was intended.
Step 6: Measure the Change
Has the change been able to meet the expected goals? The answer to this question can be attained only after measuring the results. If there are deviations, plug them immediately. If not, then congratulations! The change is successful!
Change management courses can be a great value addition for project managers in the organizations.