Companies have been experiencing redundancies and restructuring. This list for managing organisational change will cover the areas that need attention during such periods.
Four Steps to Managing Organisational Change
All this business transition has caused increased bureaucracy. Smaller workforces have caused confusion on who deals with what.
To manage this level of organisational change there are four areas that need attention. They help create a coherent direction, greater unity and a clear future for organisations.
1. Communicate the Business Development Strategy
Create a communication strategy that informs people of what is happening. It also needs to tell employees when it is occurring and why it is happening but allow them to make sense of the changes.
For example, what benefit it will bring the organisation and each individual employee. This needs to include a high degree of face to face interaction as well as formal corporate communication.
Read: Low Employee Morale Linked to Lack of Communication.
2. Organisational Performance Management
Involve people in resetting their performance priorities and ensure everyone has a simple set of clearly defined goals. These need to be evidently aligned to the overall objective and vision.
This can be checked by senior management simply walking around the business and asking individuals what their three key goals are and why these are priorities. If they can’t answer, there are gaps in the organisation’s performance focus.
Read: HR Professionals and Improving Organisational Performance.
3. Employee Engagement Initiatives
Don’t wait until you have all the answers before trying to engage employees, as you never will! Talk early and often because they’ll all still be gossiping over a coffee or a glass of wine, so make sure you’re part of the conversation
Find out more about great{with}talent and their Talent Engage employee engagement surveys.
4. Employer Engagement Strategies
Leaders need to visibly demonstrate their commitment to the change. People will look at their behaviour far more than listening to their comments.
The senior team needs to commit to a set of shared behaviours and hold each other accountable to living these.
5. Human Resources Management
Finally, ensure the HR team have the skills and knowledge to facilitate and drive the transition process. They should be creating leadership capability not sitting looking at spreadsheets.
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