Change Management WalkMe TeamUpdated November 12, 2018

Dealing With Organizational Change Processes the Right Way

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Dealing With Organizational Change Processes the Right Way

Modern organizations are in a constant state of change. Those that aren’t will struggle to keep up with their fast-moving external landscapes.

Today it’s a case of growing with the times or risk getting left behind. Businesses must be responsive, and positioned to rapidly adapt to new technology.

Organizations must continually evolve if they’re to remain competitive, but when this evolution isn’t managed effectively there can be serious consequences.

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It’s essential to remember staff are a top priority. They’re responsible for driving change initiatives, so their opinions and feelings should be accounted for.

The last thing you’ll want is to lose employees through a failure to manage organizational change processes.

The time and cost of getting employees up-to-speed, while considering their needs, is certainly less than the cost of recruiting new staff.

This is a huge business expense, one which can lead to intimate knowledge being lost.

Change management is the best way to support a smooth business transition. Employees will be effectively guided through organizational change processes. This involves nurturing employee attitudes, while utilizing professional help for positive effect.

If you’re wondering how to successfully guide employees through organizational change processes, fortunately you’ve come to the right place.

Here is some great insight into how you can guide employees through change:

Involve & Interview Employees

A crucial step for dealing with organizational change is making sure you understand staff feelings every step of the way.

Staff should feel valued, so their opinions can be taken on board as and when applicable. Negligent organizations have a tendency to neglect their workforce, which can demotivate staff from meeting critical objectives.

Management should always understand employee opinions when organizational change processes are occurring. Employee feelings should be valued in order to mitigate resistance, and to meet staff halfway on pressing issues.

A progressive organization will use staff feedback to modify their change initiatives. Accurately understanding staff concerns is a great way to prioritize what needs to be addressed.

You’ll slowly learn to appreciate how to sell change to staff, and they’ll be more sold on change as a result.

A great way to strike a rapport with your team is by interviewing them. This how you find out their true perceptions on organizational change processes. You can use their opinions to improve the impact of change.

Raise Expectations

In today’s demanding technological age you should expect more from your employees than ever before.

This is especially true during the change process. What’s essential is for management indicate what’s expected from their team, giving them an opportunity to respond accordingly.

To get the most from your employees you should demand new standards of excellence. It’s realistic to expect lower performance during organizational change processes, but to also expect more effort.

To soften the blow of requesting more from your team, you can assist them with some excellent tools and techniques. These will facilitate daily duties significantly.

More work will need to be done during this time, a period where employees alter their work habits and look to work harder and smarter.

The change process should be challenging, but to keep staff motivated you should set realistic goals. This will reduce frustration and failure, while incentivizing staff by celebrating wins early and often.

Reinforce positive behavior and set high standards to drive future excellence.


If you’ve ever been involved in change procedures, you’ll appreciate how management have a tendency to take on too much.

This is counterproductive, especially when there are other employees who are capable of embracing new duties. This not only makes things more efficient, but helps management establish an effective rapport with their team.

Management tend to use self-protective measures, but effective delegation is mandatory if you’re to successfully transition.

Delegation has two main impacts:

  • Helps staff manage and maintain their workload.
  • Empowers staff with a sense of involvement and value.

Share the responsibility of your workload and you’ll be positioned for greatness.

Employee Commitment

Once staff have been made aware of the necessity of change, you should ensure you have their full commitment.

You can have the best change initiative in the world, but if it isn’t supported on an organizational level it will probably fail.

You must personally secure employee commitment, perhaps even on an individual basis.

A great way to get your team on board is by promoting the benefits of change. These can be endorsed by addressing the ‘what’s in it for me?’ principle.

If employees raise concerns when you try to secure their commitment, you should treat these concerns with the due care they deserve.

These concerns can cause friction when left unattended, so you should encourage your team to raise problems sooner rather than later.


Communication is the heart of organizational change processes. You should open up communication channels across the board, so employees have a chance to offer input at various junctures.

Become more available, ask more questions, and be present to offer solutions to common issues. Use employee reactions and opinions to modify your change management approach.

You can take your communication efforts to the next level by leveraging fun games and activities. These will make you more visible, while introducing interactive elements to unite your team.

Maintain your visibility as a boss, being as accessible as possible. Be a good listener, and convey meaningful information to your team.

Be specific, clear up rumors, and always remember; it’s impossible to overcommunicate!

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