who should be involved in an organization change effort, and how should they be involved?
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who should be involved in an organization change effort, and how should they be involved?
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Some people get set in their ways, get comfortable, and resist change because it causes them to undo habitual processes in their lives.
However, successful organizations understand that doing things the same way will produce the same result and that sometimes changing things is needed to take an organization to the next level.
“Insanity: doing the same thing over and over again and expecting different results.”
So whether it is transitioning to a new software program, new policies and procedures for processing material, office change, or a change in an employee benefit plan, change needs to be managed to be successful.
So why do people resist change? Often it is fear of the unknown or perhaps how the change will impact them.
When people don’t know all the answers they feel like they have lost control and that makes them feel hopeless.
Organizational leaders have the responsibility to manage change efforts to minimize the negative impact on employees.
To effectively manage change efforts, it is important to help people understand what the change will be and the reasons behind the change.
The more detailed the communication about the vision for the change, the better employees understand the need, and the less resistant they will be to the change.