In every organization, changes are constantly made, showing that change is with us, like it or not, so it's best just to get on with it! As a skill therefore, managing change effectively is very important to make things better.
One of the key management skills is working with our people to help them change the set habits they've grown used to. Their resistance to change is embodied in their struggles to adapt those habits to new situations, which is a natural defence mechanism we all have, when we start to go from the safety of what we know, to the sometimes scary world of what we don't.
When this happens, it's important for the manager to explain why the change is necessary to provide both short- and long-term benefits alike. In both words and deeds, a manager must be able to help team members incorporate changes to workplace practices that have regular routines, whilst addressing the personal insecurities that may be caused by the uncertainties the change may bring about.
Change is so often unpredictable - as are the responses to it.
A vital component in any change management activity, is how well a manager gets the critical messages across. For the changes to be properly understood and accepted, the channels of communication have to be smooth and well managed. For where the new processes, policies and work ethics required of the employees have not been well understood, is so often the starting point for disruption, dissatisfaction and even fall-off in productivity at such an important time.
Sometimes, major changes require serious reviews of manpower, perhaps even meaning there will be layoffs. Any effect this will have on the organization, or even just a sector, should not be treated with indifference. The feeling of not being valued by the company can significantly affect morale to the detriment of productivity of those who stay while their notice period runs through and even more so, for those who are left afterwards.
By encouraging employees that they can build, implement, rectify and evolve the changes and be very involved in the process, managers get people active and show them that they can have at least some input and control. They can get across the rationale for the change, invite initiative and show their people the 'bigger picture'. This brings to their attention the immediate and long-term benefits, rebuilds morale and commitment, whilst settling down their personal and professional fears a little at least as the transition begins.
Managing change can be effectively delivered, by resolving conflicts, listening hard and empathizing so that individual concerns are addressed. By fully involving other expertise around the place - such as the HR team, for example - employees will feel more reassured that they are being treated with the importance and respect they deserve, which helps them realize that the changes being sought are for the betterment of the entire organization in which they have a personal - and very real - investment too.
The bottom line for effective managers, is that the more they recognize the value of the change and stick with it, whilst acknowledging the impacts on those who work with them, they will stand the best change of managing change to a successful, in whatever way they want to measure it.
Author Resource:
(c) 2009 Martin Haworth. A critical role for a leader is managing change to make things much more effective in the business. Regularly a manager is faced with the challenge of requiring employees to change their habits and behaviors for the greater good and using the best change management skills to bring about change, ensures success.
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