Author: Jim Riley Last updated: Sunday 23 September, 2012
Given the likelihood that change will be resisted, what can management do to plan and implement a change programme more effectively?
The key stages in a successful change project are likely to be to:
Identify the changes required (a role here for SWOT and PEST analysis)
Determine the major issues
Identify and assess the key stakeholders
Win the support of key individuals
Identify the obstacles
Determine the degree of risk and the cost of change
Understand why change will be resisted and how it can be managed
People are the key factor in overcoming resistance to change. The successful implementation of new working methods and practices or integrating new businesses into a group is dependent upon the willing and effective co-operation of employees and management. Many change initiatives and programmes fail because they are derailed by the “people factor”!
A key part of successful change is, therefore, building and communicating the reasons & the vision for change.
Employees need to be clear about what a change involves and how they are involved in it:
What is involved?
What are the proposed changes?
What is the timescale?
Why should we do it?
What will the major effects be?
Various techniques can be adopted which help ease a change process, including:
Stronger internal communication
Appointing “change agents” or “champions of change”
And a certain amount of compulsion manipulation and coercion
The trick is to help employees and managers accept change more easily: top management need to:
Act decisively – demonstrate momentum
Consider how they will be affected
Involve them in the change
Consult and inform frequently
Be firm but flexible
Monitor the change
To reinforce the points above, consider the results of a survey of HR professionals by the CIPD. The CIPD asked HR professionals what capabilities organisations need to be changeable? The results of the survey are shown in the chart below:
Other Business Study Resources You Might Like on tutor2u