5 Proven Successful Ways Of Managing Change In Your Company
Change management…what an uphill task!
It has been said that change is the one thing that remains constant and rightfully so.
Now, change in your organization is something you will have to deal with at one point or another.
This change can range from change in management, reporting structure, new technology and so on.
As the HR expert, you will be called upon to ensure that the employees transition smoothly regardless of the change.
How then do you oversee that change proposed does not cause employees to start leaving the organization as well as significantly reduce opposition to change?
I guarantee you these 5 ways work because I have used them myself with remarkable results…
- Include your employees in the change process
If you want to make your change as smooth and as effortless as possible, then you better make sure employees are involved in the change process.
Another reason you need to involve them is because your employees will own the change, they will feel valued and continue working diligently to ensure the changes last.
NEVER assume your employees don’t know what is going on in the company.
Not involving them will cause them to gossip and spread rumors regarding the change. The team synergy that was once there will begin to fade off and suddenly you will find people leaving.
- Use the right communication channels; over communicate
As you implement change, make sure that you expand your communication channels. Make sure you over communicate whether on emails, memos, calls, company whatsapp group, texts etc.
This will greatly curb rumors and gossip that arise due to lack of sufficient information. Let your channels of communication remain very formal.
Remember what your employees are looking for is answers.
Another effective form of communication is to create an open-door policy where employees can approach you to ask what is happening and how they will be affected.
Also, make sure that your communication is as CLEAR as possible. You don’t want to leave any loopholes for rumors, gossip or miscommunication.
- Encourage commitment while focusing on benefits of the change
Change is hard for everyone and not just employees.
At this point it is prudent to make sure that you encourage the employees to remain committed to the course; to the change; the why it is being done and the positive impact it will have on them.
If you abandon change in the middle the employees will question your credibility and commitment.
They will also question your motives for wanting to bring about change. That is why you need them on your side because you cannot do it on your own.
- Purpose to meet employee expectations through the change process
At the end of the day, change MUST have a purpose.
It cannot be executed meaninglessly. This implies that your employees have high expectations of what the change is expected to bring.
As discussed earlier, include them in the change process because that is where you will learn what expectations they have and how they will be met through the proposed change.
- Proposed changes training
Make time and conduct a formal training on the proposed changes.
There might things that are unclear or completely unknown in the minds of your employees.
This is also a perfect opportunity for you to teach them new skills that will be required as changes happen.
Spend the bulk of your time here in order to make sure that the changes are well understood and that no one will be caught off-guard when the change finally happens.
If you’re thinking, “maybe I should use these ideas”, please do!
Like I said, I have done all these before and have ended up with tremendous results.
Make a resolution today to ensure that change in your organization is never resisted anymore and employees don’t suddenly start leaving.
The ball is in your court…
Do you have a job vacancy you’d like to fill with the best talent in the market? Email our Client Service Manager- Muthoni Ndegwa on muthoni@corporatestaffing.co.ke and copy pwainaina@corporatestaffing.co.ke
Perminus Wainaina is a Certified HR Consultant and the Managing Partner at Corporate Staffing Services where he manages a team of 20 staff. He helps CEOs, executives, and managers solve their biggest HR pains, dysfunctions, and key challenges and turn their teams into a well-oiled machine that contributes dramatically to business success.