How To Manage an Organizational Change

How To Manage an Organizational Change

In today’s world, leaders must be prepared for organizational change. Because change in the workplace is certain, And the effective management of a change plays a large role in organizational success.

Your organization is constantly experiencing change. Whether caused by new technology applications, process updates or customer service and their improvements. 

Change is constant and essential for growth and profitability. 

Types of organizational change

For leaders to bring an organizational change they must first understand the different type of organizational change. Furthermore

  1. Development change:
    It basically corrects the basic existing aspects of an organization. Such as improving a skill. This can be less stressful if the employees can easily understand it. 
  2. Transitional change:
    You seek to change the existing aspect of the organization into a new one. It is a little more intrusive because you need to change into a new process by replacing the old one. 
  3. Revolutionary change:
    Revolutionary change is forced into the organization. It can be basically an introduction to new technology. This can be hard on the employees if they don’t learn it well.
  4. Transformational change: 
    while, it requires a meaningful shift in the statements made by the organization and all employees. The transformation results in an organization that differs significantly in terms of structure and process from where it started before.
  5. Evolutionary change:
    This is generally a very slow process. You basically wait for the process to complete so you can see the results.


  • Plan for changes
    In addition, you need to determine what impacts are present and who are affected by it. You need to determine the impacts on several organizational levels. Take a look at each business unit as well as how it passes through from organizational structure to the individuals. This information will help you know where all the training and support is needed the most to ease the impacts. 
  • Develop some communication strategies
    Even though it is necessary for all the employees to go through the change journey. Considering the change journey it is necessary to have an effective means of communication. The communication strategy must have a timeline for how the change will at. And the communication channels and medians you tend to use in the future.
  • Provide effective training
    Since the change is open after the effective communication. It is necessary to make your people know that you would provide proper training. Proper knowledge and skills required to operate efficiently. 
  • Implementing a support structure 
    Delivering a support structure is crucial to support employees. To emotionally and practically adjust to the change. And to technical skills needed to achieve desired business results. 
  • Measure the change process
    In the change management process. Of course a structure should be made to measure the business impact of the changes. And to ensure that continued reinforcement opportunities exist to build proficiencies. Although, you should always evaluate your change management plan. To determine its efficiency. And document all lessons learned for more success in the future. 

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