Managing change in the workplace is no easy task considering the innumerable ways a company has to keep adapting to shifting circumstances. The organizational culture might set some ground rules for how things are done, but staying too rigid can be counterproductive to making progress as well, requiring some flexibility to be built into the work that is done at the organization. The best change management strategies are often the ones that are adopted through a consensus at the organization, where all those affected also benefit, or at the least supported by, the change. With large-scale organizational rearrangements happening on a fairly regular basis through both lay-offs and mass hiring drives, it is essential for companies to become adept at dealing with change in the workplace so they can help their employees through the process as well.
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Managing Change in the Workplace
If you’ve spent any amount of time in the corporate field, then it’s unlikely that you are among those wondering “What is organizational change?” Whether a big change or a minor reshuffling of desks in the workspace, change in an organization is inevitable and the impact is much more significant as it scales up. Gartner’s report indicates that in the past three years, organizations have undergone five major firmwide changes and 75 percent of them expect to multiply the number of major changes they adopt over the next three years. There are many reasons why a company might choose to do this.
Some organizations focus on managing change in the workplace due to its direct result of keeping the business relevant and on top of trends. Other companies might consider major overhauls because they haven’t found a system that suits them and are in the process of trying out their options in the hunt for the best strategy. Some merely invest in organizational change in response to whatever shift they encounter within their industry. Regardless of the reason, it is difficult to establish the best change management strategies right off the bat without any planning or consideration. These are just a few tips for managing change in the workplace more efficiently than ever before.
Keep Your Employees Involved at Every Stage
A lack of understanding of what organizational change is taking place at the company is one of the reasons why the change happens so unevenly. When employees are not informed about the changes taking place, they are left to make assumptions and rely on rumors to guide the way forward instead of trusting a reliable source, that is, the organization itself. Instead, if organizations begin managing change in the workplace by informing their employees about why it is taking place, they might be better able to control the narrative instead of allowing the stories to blow up beyond control.
Additionally, employees who are not informed about the changes within the organization may undergo a constant state of dread and unease, keeping them distracted and unable to work. Those who do push through to work might inevitably get burnt out faster, and over time start considering an alternate employment opportunity.
According to a study by Oak Engage, might even become resistant to the change, with 41 percent fighting it due to mistrust in the organization. 39 percent resist change due to a lack of awareness of the reason and 38 percent do it because of a fear of the unknown. All signs point to the fact that if employees are kept in the dark, managing change in the workplace becomes more difficult.
Prepare Your Leaders In Advance
If you’re looking for tips for managing change in the workplace, an important note to consider is preparing your leaders in advance for the change. During a big shift within the company, employees often look to their leaders, either for direction on how to proceed or to assess their reaction to the change before they generate their own response. When the management begins to panic and falls into disarray, the employees likely lose hope that they will be able to handle the change any better.
Major decisions are often left to the leaders who have to make quick choices on pivotal points that could determine the future of the organization and as such, wavering is rarely an option. Only 27 percent of employees believe their leaders are equipped to manage change as per Change Synergy, and in such situations, they might lose hope that their jobs will survive the change. Leaders are also often under considerable stress because, as LeadershipIQ states, 31 percent of CEOs also get fired for failing in their change management strategies, knowing which does not help them make rational decisions either.
Dealing with change in the workplace can be much easier when leaders are provided sufficient training and all the information they need in order to make a decision.
Determine the Type of Change That is Set to Take Place
Before you determine the best change management strategies suited for your organization, try and plot out the type of change that is set to take place and review all the strategies available at your disposal. A transformational business change is a lot more significant to the organization and involves a considerable amount of resources, whether it’s a change in the structure or the kind of work that the company is set to do. The planning required for such a change is very different from the steps involved in a developmental advancement at the company, where the organization merely prepares for the future of the organization in a more relaxed and step-by-step manner, such as refining the company’s presence in an existing market.
Determine the kind of change and plan carefully before making any big moves. Refer to multiple data points, and discuss with members at various members of the organization and analysts outside of it to determine a course of action. The planning stage should not be rushed by any means. There might be situations where there is no time to plan, for example, under reactionary circumstances while facing unexpected market crashes. It is important to have emergency plans set in place and a change of command that can handle the situation and allocate resources as necessary. Preparation is key.
Plan for the Change Management Process in Steps
All the best change management strategies are ones that do not expect a revolution to take place overnight and for employees to adapt to it instantly. No matter how prepared the organization is, it cannot adapt to a transformation instantly as there are always going to be many moving parts to the plan that need to settle before the next step of the plan can be executed. Even for changes as simple as reshuffling personnel within the organization, employees need to be onboarded and introduced to their new role and new team before they can start being fully productive. While they might already understand their company and their role, they will still need time to settle.
Plan ahead for such details so you can stagger the change process evenly and have one stage follow the other, respond to any issues that come up, and then move on to managing change in the workplace gradually.
No matter what the change is, treat your employees as part of the organization and consider them to be rational decision-makers with the power to grow with your company. Do not blindside them or misguide them, and inside consider their own insight on tips for managing change in the workplace better. After having undergone the experience a few times, they should be in a good position to recommend strategies or point out areas that might have been missed in your game plan. Keeping these points in mind, dealing with change in the workplace should be much easier for you.