Change management is the structured approach and utilization of information, experience and resources to manage change. It includes defining and adopting corporate strategies, structures and innovation to deal with changes in the business environment. The essential objective of change management is to effectively implement new procedures, strategies and business techniques while limiting negative results.
To keep up with the pace in a continually advancing business world, organizations need to execute changes influence their processes, products and individuals. Change is an unavoidable truth in organizations today. Change is difficult and individuals frequently oppose it. Yet, to build agile work environment culture, organizations need to follow a structured approach to manage change. The truth is that around 70 percent of change initiatives fail due to lack of structured process from the management side and negative employee attitude towards change.
Effective change begins with people, and failure frequently happens due to hesitance to change. Leaders must have strong strategies for managing change oppositions. Major organizational changes decisions are made by top management which leads to unclear thoughts in the minds of employees.
Quite often it has been seen that people changes are the most troublesome and significant part of change process. Organizations want to change their employee’s attitudes towards to work and organization in order to increase the productivity.
As per Robert Half Management Resources study, poor communication can hinder organizational change initiatives. It has been witnessed that clear and regular communication is very important specially while driving change in the organization.
Sufficient time needs to be devoted for training about the change. Lack of which can generate thousands of questions in the minds of employee. As employees are reluctant to change, it has been seen that staff turnover during the transition increases. Leaders and HR experts must be incredible communicators during change. The message they roll out to the employees need to be clear and consistent for everyone within the organization.
Leaders relate their vision of what the final result of the change should look like but they don’t provide guidance or direction on how should change happen. With the change message out in the open, it’s important that your employees are aware of the support they will get from the management.
Providing emotional support to employees is essential, which help them to practically adjust to the upcoming changes and build an environment where employees can work on their skills to achieve the expected outcome.
The failure might be because of the way the change has been pictured, conveyed and implemented or resistance to change within the organization. Leaders and management need to be aware of positive and negative impact of change on their human capital. But they should also consider the benefits which organization will see post the change has been implemented.
The impact of organizational change on employees often depends on organizational culture. Effective change management process is required to streamline the structure and reduce negative effect on employees. At the point when organizational changes are appropriately managed and implemented, employees see the advantages of a proposed change and work in favour of the change. Once you have managed to change the minds of your employees, you can easily achieve desired change.