Organisational Change is a must for many businesses operating in today’s competitive environment and, according to a recently published study by DDI: Global Leadership Forecast 2011, driving and managing change will remain a top priority for business leaders. However, many organizations get it wrong; they hope that by adjusting certain processes and structures that change will happen automatically and people will follow.
As Business Change recruitment experts, we understand that it is the employees’ response and willingness to change that will ultimately determine the success of any Business Transformation Project. With Change being fundamental to business success, here are a few tips from change management recruitment experts for implementing it effectively:
- Don't rush. Take your time to carefully determine what you need to change. Devise a step-by-step strategy that considers both short and long term goals.
- Communicate clearly and transparently throughout the entire process. You don't want your employees to hear rumours from a mis-informed third party, which could lead to inaccurate speculation.
- Be inclusive. What might be obvious to the Leadership team is not necessarily obvious to the rest of the staff. Treat everyone as an individual and discuss how the change will impact them directly.
- Be prepared for resistance. As creatures of habit, people will cling to what they are used to if they are given the chance. Be consistent and address all concerns raised.
- Reward and motivate. Ensure you share and celebrate any successes with all of your team and reward even small achievements. This will help to uphold enthusiasm and illustrate the benefits of the change.
- Select "Change Champions" who will lead smaller teams by example. A few well-selected individuals will boost morale, particularly amongst those staff who will be most affected by the change.
- Don't give empty promises. Organisations' failure to deliver often results in lost trust and can lead to the employees' initial enthusiasm fading away. If something does not go quite to plan, be honest and explain why.
- Be patient. People need time to adapt their behaviour to structural and process changes. Introducing gradual, high quality training can be a real investment.
- Monitor progress. Keep track of the change project and constantly seek feedback. Don't be afraid to adjust your plan if you believe it is the right way forward.
- Consult with Business Change recruitment experts. If you use external Business Change consultants, make sure they understand your organisation, its values and its aspiration. They should change and adapt their strategy to suit your organisational needs - never let them take a one-size-fits-all approach.
Do you agree with our tips? What is your experience of change management projects? Share your views in our comment box below and we will get back to you.
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