Implementing Change Management And Dealing With Resistance
Change Management is a vital and a complex task
. It requires dealing with the system as well as people in an organization to be competitive in a fast-changing technological world. To execute change an organization requires managers who can provide strong guidance with outstanding managerial skills.
Once the management identifies and plans to inculcate change, the following steps need to be followed for successful implementation:
Step 1: Communicate the change: Communication acts as a mortar to implement the desired change. Communicate issues such as these need to be addressed by organizations:
What changes need to be implemented?
Why is change necessary?
What are the consequences for the organization and employees by not adapting to change?
What training needs will the organization provide?
By addressing the above concerns, employees can reduce unknown fear by reassuring the training availability for the new skills that need to be upgraded. In turn, it also acts as a motivational factor to implement change.
Step 2: Collate management and employees: This involves making managers and employees to voluntarily involve themselves in the change process. It requires enabling the manager to empower employees with the necessary learning according to the skill set that needs to be upgraded. Employees must participate in the learning program with enthusiasm and upgrade the required skill set.
Step 3: Reward through Performance Tracking: Track the performance of the new skills implemented in the change process. To enable people realize that they are making progress in this area, acknowledge the change accomplished. Divide the target goal into short-term goals. Reward and celebrate short-term successful goals. This will enable organizations to subdue their critics and negative thinkers for successful progress in implementing changes. This will enable employees to get motivated.
Step 4: Update ongoing process: Continuously, update employees through internal communication tools regarding meeting targets successfully. Initiate people to analyze the information regarding the success of the task and to give suggestions for improvement.
Step 5: Incorporate changes to the organizational culture: Implement changes into the organizational policy and structure. Ensure that you implement the required change into every aspect of the organization. This can be done by continuous monitoring and motivating managers and employees concerned till they get accustomed to the new process and make the change a part of the work culture.
According to analysis, it was found that while implementing change some employees will exhibit resistance. Subsequently, this may act as an obstruction to the implementation of successful change management.
So how can an organization deal with resistance during change management implementation?
Identify: Identify the people and cause for resistance. Give ample time for an employee to address the possible cause for resisting a particular change. This will enable them to get vital information for the change process as it helps to analyze both the sides of a particular issue.
Address: Try to rationalize and motivate the resistor to take up change voluntarily.
Important caveat: Make sure the collective driving force to change implementation is stronger than the resisting force.
In a nutshell, change management requires understanding and addressing employee concerns, motivating employees and the management, in turn getting commitment for implementing change from the employee concerned. This enables the organization to make a smooth transition into the change process.
by: Asma
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