TOOLS FOR SUCCESSFUL CHANGE
People dislike change for a variety of reasons: change moves them out of the comfort zone to which they have become accustomed, and they may be fearful of the unknown. The politics of the organization may make change undesirable in one group or another, and employees may perceive that they will lose power or control. Changes fail most often because the people who are expected to implement them aren’t prepared to do so. Organizations can take steps to ensure the success of change initiatives, including the following:
Prepare for Change The only constant in the current business environment is change. Organizations must be aware of situations developing in the industry or geographic areas in which they operate so they can be ahead of the curve in developing strategies that will effectively handle changes in the environment.
Communicate To enhance the likelihood of a successful implementation, leaders must communicate effectively and repeatedly with employees well in advance of any planned implementation. Soliciting ideas from those who are closest to operations may provide insight into better solutions and increase buy-in when it’s time to implement the change. Communication at every stage of the process will enable employees to get used to the idea of the change gradually, increase the level of acceptance, and build commitment for the process.
Develop a Plan A comprehensive plan that clearly defines the goals of the change, addresses all of its implications, and includes tools for evaluating its success is essential.
Scheduling training for employees who may need to upgrade skills, integrating processes from different areas of the organization, upgrading equipment, and developing a plan to address resistance to the change and reduce stress will increase the chances for successful implementation.
Have an Executive Sponsor The CEO or another senior executive who is committed to and enthusiastic about the change must be able to inspire employees to commit to the implementation.
Motivate Direct Supervisors Employees want to know how their supervisors feel about changes and will be influenced by what the supervisors say about the change. When direct supervisors and managers are motivated to implement a change, employees will be more likely to accept it.
Recruit Unofficial Leaders Every organization has unofficial leaders who are able to influence co-workers; obtaining their commitment to the change will influence others.
Implement Put the change into action. Ensure that employees have the tools needed to successfully implement the change, whether that is new equipment, facilities, training, or support.
Evaluate Compare results to the evaluation criteria developed during the planning stage to determine whether the change was successfully implemented.
