Creating Productivity in the Face of Change
HR and Training Professionals are important resources to ensure that organizational changes are managed well. We know that change occurs in our organizations for a variety of reasons including:
- Mergers, acquisitions and divestitures;
- Updates and adjustments to company-wide policies;
- New senior leaders joining the organization;
- Upgrades to technology;
- Reorganization or restructuring of departments or entire units;
- Start-up of new services and products;
- Introduction or adjustment of processes;
- Growth or downsizing of the workforce.
Organizations generally implement these changes because they want to improve their results—quality, sales, productivity, efficiency and achievement of mission. Yet, when changes are implemented without considering a few of the key aspects needed for change success, organizations may not realize results. It could be that productivity plummets at the first hint of change and continues, often times for months after a change is implemented.
Once your leadership team has identified an idea or need for change, developing and implementing a change management plan with a focus on how the changes will create future success for your organization is key. Taking time to develop these plans ahead ensures you have tools and resources in place to manage the process and support employees through the changes.
When you make these plans, focus on three phases:
PHASE 1: DEVELOP A FOUNDATION
Lay the groundwork for your changes by identifying key factors such as:
- The purpose or goals of the changes.
- Your change “stakeholders” and how you can partner with them.
- Ways to collaborate with customers and “end users.”
- Ways to create internal commitment and capability to implement the change.
PHASE 2: DESIGN THE CHANGE
Once you have a framework for your changes and have identified key factors that can aid in successful implementation, define how the change will take place. Focus on these elements to design an effective change process:
- Leverage organizational strengths and plan to address areas that will likely be issues.
- Publicize the core purpose and your vision for the future. Repeat and reinforce frequently.
- Identify any changes needed to improve performance.
- Provide adequate training to educate and prepare your employees.
PHASE 3: IMPLEMENT CHANGE
Once a complete plan is developed, be sure to focus on:
- Sticking to your agreed-upon implementation plan.
- Tracking results.
- Evaluating the effect of the changes.
- Recognizing the results you’ve achieved.
Development and execution of a solid process can help to increase productivity and decrease potential “fall-out” when your organization is facing changes. As you prepare, consider trusting your change management process to a team of development professionals. We may not always consider that those who are specialists in developing leaders and others are typically very astute in motivating and preparing others to change. After all, they know how to communicate, teach and reinforce personal change efforts; these same skills help with organizational change efforts.
The goal in working with a change management expert is to ensure your organization reaps the benefits it desires from a change. Making effective organizational change is a process rather than an event. Many organizations seek a quick fix to transitions; yet rarely do those exist. By implementing change-support initiatives built around the three-phase collaborative change process, there can be a simple, yet effective roadmap to better outcomes.
Reach out to us to learn more about how we can support you as you support your organization in making change.
