Preparing Employees for Change Management

Preparing Employees for Change Management

With more and more demanding needs put forward by the modern day consumer, organizations are forced to constantly revamp their products and change their production methodology. Further changes could also happen in the services and management techniques that an organization follows. Nearly every kind of change can run into trouble if the stakeholders are not convinced about its viability and resulting benefits. Proper communication and effective management techniques can go a long way in allaying fears and removing misconceptions regarding the change amongst employees and other stakeholders.

Change management methodologies can be used to induce proper transformation of change in an organization. These methodologies mainly depend on communication to have effective employee management so as to minimize any resistance or doubt regarding the effectiveness of change. Change management techniques can be modified in accordance to the need of an organization, for example, the change management techniques that carter to higher management or board members would be different from change management techniques used for lower level employees.

When preparing your employees for a change there are certain guidelines to be followed:

* Truthful Communication: When an organization is going for a change, however big or small the change, direct communication should be done with the employees of the organization to acquaint them with the change and the urgency or need for the change to happen. Care should be taken in having a communication that is both, truthful and complete.

* Communication Medium: The medium chosen for the change is also an important factor. A direct and personal communication is always preferred by any employee when he is at a threshold of change. When not in a position to undertake direct communication, the management can resort to hierarchy based communication. In such cases communication regarding the change is done with individual department heads or leaders, who in turn convey the message to their subordinates or teams. Here, care should be taken regarding the correctness of the information that reaches the employees.

* Two way Communication: When conveying a change, the communication should be two sided i.e. feedbacks and questions of the employees should be properly entertained to their satisfaction. Many times such feedbacks and concerns are genuine and could help in proper and foolproof implementation of changes in the organization.

* Inform the Consequences: With change, organizations sometimes resort to salary restructuring, downsizing or extending work hours etc. This is not good news and should be conveyed to employees as truthfully as possible. Such news, if not given truthfully or hidden from employees, results in an uneasy environment throughout the organization. Change whether good or bad, should be communicated directly to the employees instead of them knowing half cooked news from unreliable sources.

* Logical Approach: Instead of just telling your employees about the change and its likelihood, an organization should concentrate upon explaining logically why there is a need for the change. Instead of just saying that it is going to happen, a change would be more respected and openly accepted if proper reasons of its appointment were given.