Organizational Changes

Managing organizational change requires maintaining an active focus on all stages of the change process. This includes the incorporation of the human element into the change process. Companies that focus only on the development and implementation stage of change management can experience organizational resistance. Effective organizational change requires a strategic approach to evaluating, planning, communicating, implementing and managing the change life cycle. This includes adopting the necessary vision to deal with the 'end effects' which comprises the human element.

Effective evaluation modeling involves not only establishing the framework for the new business objectives; it includes an anticipatory component which deals with the likely effects on company employees. If a company adopts a new production process that requires the reassignment of existing personnel to another department, the effect of breaking up an exiting team with deep social bonds needs to be considered. Resistance to change occurs when the people most affected by the decision are not consulted. Effective evaluation requires factoring in this 'end effect' into the change management framework.

Planning and managing organizational changes requires consultation with all stakeholders affected by the change. Once the mandate is announced, bringing the affected personnel on board can help alleviate the chance that resentment and resistance will occur. Company wide research indicates that people respond far better when socialization is incorporated so that the feel part of a community involvement. Active participation by the affected in the new initiatives brings a sense of ownership into the process and develops a consultative and supportive environment. This is a way for corporations to 'soft sell' the changes.

Encouraging open communication is an important facet of organizational change management. This should extend to accountability at all levels of management. When strong leadership embrace the change and workers are encouraged to participate, the socialization process helps to provide feedback to further refine and integrate the change process. Hands on workers who are closer to the 'end effects' of the change can draw on personal experience to contribute in a positive manner to help facilitate the change.

It is essential that companies that undergo extensive restructure setup flexible and supportive initiatives to assist workers to reintegrate into the company. A change in technology or processes can require extensive retraining. Some individuals adapt better to changing circumstances than others. Fear of failure is a primary cause of resentment and resistance to change. Companies need to have the foresight to consider this.

A proactive approach to managing organizational change and the 'end effects' will provide a higher chance that the change in company goals and objectives will be a resounding success.

Contact Us | Privacy Policy |