Tips to implement change without making enemies in an organization

Tips to implement change without making enemies in an organization

“Change management is the process, tools, and techniques to manage the people side of change to achieve the required business outcome. 

When you’re planning to implement some change in your organization. In certain conditions, you have to meet different types of people. They could be directly or indirectly influenced by that change. Such people are usually stakeholders. Having either direct or indirect interests in your organization.

If you want to make enemiestry to change something – Woodrow Wilson

Yes, this is True. People are not always acceptive to change. Sometimes a change can show up different types of emotions. Emotions, survival, job protection or any other factor which directly affects them. So, in order to implement change. You must take care of a few important factors.

Want to know how to manage an organizational change. Follow the link:

Avoid using a “one size fits all” approach:

This approach is unsuccessful in the change management process. You cannot deal with every type of employee. Who are from different backgrounds. While they are on the same scale to implement a change.

Let’s say if a major change is going to impact the sales of your company. Due to ineffective marketing. Then the marketing department will be the one most crucial to change. Other departments will also change. But the impact of the change will be somewhere high and somewhere low.

Does organizational change leads to individual transition or not?

It is important to see whether your change management strategy is affecting people at individual level or not. Because a successful change is only implemented when the transition takes place at the individual level. Individuals acceptance of change will result in overall implementation of change.

Have an effective communication plan:
 Weak communication always leads to weak organizations, especially when you’re trying to implement a change. And the information regarding the change is not communicated properly. It can result in rumors, uncertainty, and very low productivity in the workplace. Which can furthermore, result in a very negative impact on your overall business. So, when you’re planning a change always make sure to communicate. By doing effectively and by taking your people in your confidence. People make organizations.

Manager’s and supervisor’s role:
Managers and supervisors have a very important role in change management and implementation process. They are perfect communication devices. That help to communicate the impact of change on every single individual in the organization. Furthermore, They have close relations to their subordinates. This makes it easier for them to convince employees to change and act as a coach for them during the change management process.

Resistance management strategies:
A good change management process includes both reactive and proactive resistance management strategies. Proactive, as the name suggests is the resistance management strategy. In which we tend to identify what type of resistance can be faced. While reactive resistant management includes the ways to deal with resistance during the implementation stage of the change.

As stated earlier supervisors and managers are the key detectors to detect resistance against the change. So they can be of good help while forming resistance management strategies. And also as they are more close to the people and have good relations. They can also help in managing the reactive resistance.

Gather feedback:
You need to regularly gather feedback from a different level of employees. Which will give them a satisfaction that they are a part of the consultation for change. They can easily express their thoughts. Which will lead to better communication and problem-solving at a basic level.

Also, gathering feedback helps to measure the effectiveness of change i.e. how well the change is implemented. It also helps us to know whether the change is going to stick and how to keep change in place.  

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