Change managers ensure that change is successfully implemented within an organization. Your job is to ensure that there is as little disruption as possible once change is introduced. As a change manager, you need to understand the impact of the change process. People will still be reluctant about change even if it makes things better for them. They are afraid because they think they cannot handle the change. It is your responsibility to prepare them and encourage them to participate in the change process. If they are part of the change, it will be easy to implement the change and attain organizational objectives.
Here are 2 small adjustments that will have big impact on change management process.
#1 Encourage Active Participation
Examine your organization carefully and identify all the individuals who will play a role in the change process. Think about the individuals who will apply the new system you are trying to implement. Consider how the organization’s functions will change from the top of the hierarchy to the bottom. Discuss the upcoming changes with those that will be effected by it and listen to their opinions. Listen to their concerns and use their input to develop your change management strategy. When you identify all parties effected and encourage their participation, they are more likely to embrace the change, which makes the implementation easier.
#2 Take a Proactive Approach
The entire company needs to understand that the changes that you are going to implement are part of a strategic plan. You have to be proactive during this process. This means that you have to anticipate employee response to the change process. When you anticipate, it allows you to plan your own response. It is easy to strategize your response once you predict the resistance that you are likely to face once you implement change. Most employees resist change and react negatively because they fear change. Most of us like routine because it is safe and it makes work easier. When change is implemented, it interferes with established routines. Change means that they will have to learn new things in order to carry out their roles.
The real reason behind the resistance is fear that they will not succeed in the new system. They do not know what to expect and this makes them afraid. The solution is a proactive approach that allows you to anticipate their reaction and then come up with a strategy to deal with the issues. You need to customize your strategy to suit the specific environment that you work in. Address concerns when you are coming up with an approach. You need to remember that one approach may not be suitable in all cases.
Change is imminent within any organization but this does not mean that those effected by change are prepared to face it. Employees are often scared of the unknown and they would rather continue with their safe routines. Involve all the parties and consider their input. When their concerns are addressed, they will be prepared to embrace any change. Customize your change management strategy to suit your organization’s structure and unique needs. If employees are well prepared, involved, and supported through process, they are more likely to accept the change.
Chris is the Lead Author & Editor of Change Blog. Chris established the Change blog to create a source for news and discussion about some of the issues, challenges, news, and ideas relating to Change Management.