Executing organizational change is critical for businesses that want to evolve and remain competitive.
But without a well-structured strategy to guide change efforts, such change can cause significant disruption. The most successful change management strategies are based on understanding human behavior.
Employees often bear the brunt of organizational change, and their decisions about whether to accept, reject, or challenge change can have a significant impact on the success of short- and long-term operational improvement projects. Here are five effective change management strategies that consider the human side of organizational change.
Embrace the Inevitable Change
Resisting change in the workplace is futile because change is inevitable. You are not alone in facing this challenge. Many employees share the anxiety that arises when the future is uncertain.
The most effective approach to combat chaos is to create order with calm as your guiding star, to create stability in the midst of ambiguity. Maintain faith that things will work out well, even if the outcome is different from what you expected. This faith should be reinforced by reassuring words from company managers and executives who can clearly explain the reasons for the change.
Work with Change Champions
When making significant change, it’s common to encounter strong resistance. However, your chances of success are higher when the people driving the change are frontline employees, not just upper management.
Involving frontline employees in communicating the need for and benefits of change to their colleagues increases acceptance, reduces resistance, and makes it easier to get feedback and share information about planned change efforts. Depending on your situation, hire a business consultant to help you with this process.
Change Anticipation Fatigue
The sad reality is that 70% of change efforts fail. This is primarily because employees experience “change fatigue” as they return to their normal routines. Anticipating potential shortcuts, resistance to new policies, or reluctance on the part of some employees to adopt new technology can help you immediately address this unproductive behavior.
For example, if a departmental change leader notices that an employee is having issues with a new digital inventory management system, it is important to schedule a meeting with that team member to discuss the issue.
Frontline employees often provide valuable insight that will influence the implementation of future changes. Listen carefully to their feedback, consider it carefully, and take appropriate actions. In some cases, additional training may be needed to help employees get comfortable. This may reveal opportunities to improve the change process for all involved.
Propose Incentives
Assuming employees prioritize personal gain, the first approach to change management is to offer incentives that motivate individuals to adopt and actively participate in the company’s new policies.
Customized employee recognition programs and rewards tied to specific behaviors and company values provide incentives that persuade specific people to support change. These incentives support management’s desired behaviors and actions during times of turmoil and show management that they recognize employees during difficult transitions.
Exercising Authority
Depending on the urgency of the change required, an organization may choose to use its authority to reduce employee resistance and quickly introduce new standards, procedures, and cultural norms.
If the threat is serious and immediate change is essential for survival, an organization may not be able to invest time in incentive programs or culture change projects. In that case, a coercive approach, a “take it or leave it” attitude, may prove to be the most effective means of encouraging change. However, this approach may increase dissatisfaction and resistance among some employees, leading to future challenges.
Endnotes
Proactive measures are essential to effectively manage change. Following a series of simple steps outlined in this blog can help. First, take the time to understand the reasons for the upcoming changes so that you can effectively prepare your team members for the transition. Second, work with your leadership team and HR to develop a strategy for those affected and determine the best time to communicate the upcoming changes.
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