Change is an unavoidable in most of our lives. Processes, technologies, ideas, methods and people frequently change; affecting the method we execute everyday responsibilities.
It is essential to create and implement a plan consistent with the distinctive requirements of your business. The plan serves as the guiding outline, shaping decision and providing direction during the change process.
Change will always take place, and identifying its components on an individual level can help to transmit it to an organizational level. Organizational change can create uncertainty and apprehension, it is essential to understand these influences; preparing for when they occur and what is required when they do take place.
Reactions to Change
- Resistance: There are constantly people resisting change. It is general and originates from an apprehension of the unfamiliar.
- Denial: People may become unwilling to listen or reject any information presented to support the change.
- Indifference: People may not care, or the change may not have an impact on their work or routines. Be cautious of this, as the change may be anticipated to have an impact.
- Anger: When change happens, people may experience resentment. People might grow to be uncooperative at this time.
Assisting the Change Procedure
Being prepared for the change is crucial and provides a better opportunity of success. These strategies will assist in easing the change process.
- Instruction: Educate everyone on the reasons for the change, and what the anticipated outcomes are. People want to know why a change is taking place
- Communication: Communicate with everyone prior to, throughout and following the change. This will assist with any unexpected events that occur during change. It also helps learning which makes future changes smoother.
- Flexibility: Not all events can be anticipated. Be prepared to update or adjust the existing plan.
- Education: Be sure everyone is educated and up to speed with all material necessary for the change.
- Acceptance: Changes normally have a constructive influence on those concerned, but acceptance may not occur straight away.
- Affected Parties: It is particularly essential that the individuals involved in the change contribute to the change progression. They could provide feedback into the issue from a practiced point of view.