Today’s business environment pushes companies to keep changing constantly to remain on top of the game all times. There is a plethora of reasons why change is the only constant in organizations today- may be because of increasing globalization, fighting a hostile takeover, merger or an upgrade in the technology.
The first human response to a change either small or large is to resist it. Employees who are going to be a part of this change management process are explained the logic and nature of the change. Companies today deploy stringent processes to manage that change with ease. Communication and education are the first things that a company should be open with. People need to know the dynamics, nature of the change before they are a part of it. Managers need to offer facilitation and resources for employees to release all the stress that they may have gone through. These are the softer modes of dealing with change. Most companies resort to negotiation and rewards. They offer employees concrete incentives to ensure their cooperation.
Other companies resort to manipulation or using subtle tactics such as giving a resistance leader a prominent position in the change effort’s which may also use coercion. In addition, they offer employees concrete incentives to ensure their cooperation.
The process with respect to change management is as follows-
- Gauge the present state of the organization – This is a thorough check on all the processes, understanding the process of change within the system, dealing with it after the change process had begun
- Carefully laying out the future of the organization- This is a rigorous and time taking effort where the vision needs to be crafter and communicated in its truest sense. In this change, however the company’s concern should also be to reduce the turmoil of the employees, in cases like this, it is best to appoint a change agent who is well experienced and is able to take people along in this journey
- Implementing the Change – This is the major role of the change agent where he/she will share insights on how to accommodate with change easily and in an orderly manner. The company’s leaders should try to generate enthusiasm for the change by sharing their goals and vision and acting as role models.
Change management can be used to manage many types of organizational change. The three most common types are:
- Developmental change – Any organizational change that improves on previously established processes and procedures.
- Transitional change – Change that moves an organization away from its current state to a new state in order to solve a problem, such as mergers and acquisitions and automation.
- Transformational change – Change that radically and fundamentally alters the culture and operation of an organization. In transformational change, the result may not be known. For example, a company may pursue entirely different products or markets.
To summarize, it is importance to note that if these changes are mitigated well, change management is bound to occur, while ensuring that all its primary objectives are met.