Organizational change is the process of transitioning from an organization's current state to the desired state, which requires strategy, planning, and communication throughout the entire organization. Change is difficult for employees and when they are kept in the loop and are fully aware and understands the who, what, where, why, and how of the change, the outcomes will be successful. This is why slow and steady implementation may outweigh changing every single thing overnight. Here are five points to consider:
Commitment: Before implementing a new process, management must make a personal commitment to the long ongoing change with a doable timeline for everyone to see, understand, and to follow. Ideally, this will include step by step actions, goals, and assignments. Then all employees must be informed and personally committed to the new process so they can fulfill their responsibilities.
Patience: Change is difficult. Change requires time and patience. Some employees find it easier to embrace changing routines and systems than others. Being patient and recognizing the personality and generational differences among everyone in the organization will help the new process be accepted. Assigning managers and equipping them with the tools they need like schedules, timelines, guidebooks, etc. to assist their team at all levels will provide a smoother transition.
Communication: Since everyone on the team is valuable to the process, including employees at all levels, communication is vital to future success. It is important to note that for teams and employees to be efficient and productive, they need to communicate and collaborate with each other and management easily. An open-door policy that encourages input and insight from every employee is key. Communicating also is an incentive for everyone to "own" and be a part of the change. Communication that flows freely and constructively is a win, win in any environment.
Continuous and Ongoing: This takes us back to the commitment. A common mistake is a lack of continuing the new program's momentum. For example, out of the gate, the new process went full speed ahead, and gradually the processes may slow down and results diminish. Communication needs to be an ongoing commitment so everyone remains passionate and vigilant to the original strategy and plan.
Slow and Steady Wins the Change: The old saying, "Rome wasn't built in one day," holds true with successful process changes in a business. Practicing a clear, concise, and well-communicated plan will execute a clear, concise, and well-communicated plan. The long-term result...success!
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