Change in any organization can either galvanize or paralyze the employees. Implemented incorrectly, and the organization, as a whole, will suffer. Employees may fear a shift in power, the need to learn new skills, or the stress of having to join a new department. Helping these employees overcome their limitations to become more successful is the key to effective management. There are numerous reasons for failed attempts in change management. However, boiled down, there are three main reasons. These are poor communication, ineffective planning, and an un-sustained focus on the goal. .
Communication.
The factors preventing change from being successful are complicated, but as a manager, there are certain things you can do to minimize the failures. Most importantly, communicate how the change will affect your company in the short term and what gains it should bring the company over the long term. .
Employees desire information during times of change. In fact, during times of change is when the 'rumor mill' is hard at work. Anything a manager can do to put a halt to rumors will benefit the employees as well as the company. Change needs to be 'sold' or communicated in much the same way an idea needs to be pitched to the marketing department. In turbulent times, it is nearly impossible to over-communicate to employees. Managers need to be prepared to deal with concerns as soon as possible because a lack of communication can lead to lower productivity levels and employee . .
Effective Planning.
Many change management initiatives fail because of poor execution. They lack a well thought out plan and vision. Large corporations have become so complicated and resistant to change that working without a strategic goal in mind will usually end in failure. Companies facing change should define the project scope and outline the objectives. Additionally, communication should be open to all levels within the organization.
