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However, without a well-structured strategy to steer transformation initiatives, such changes can cause significant disruptions. The most successful change management strategies center on understanding human behavior.
Employees often bear the brunt of organizational changes, and their choices, whether they embrace, resist, or challenge change, can deeply influence the success of business improvement projects in the short and long term. Here are five impactful change management strategies that address the human aspect of organizational change.
Embrace the Inevitable Change
Resisting change within your workplace is a futile endeavor, as change is inevitable. You are not facing this challenge alone; many employees share the apprehension that arises when the future is uncertain.
The most effective approach to combating chaos is establishing order, with tranquility as your guiding light in creating stability amidst ambiguity. Maintain a belief that things will work out, even if they unfold differently from your expectations. This belief should be reinforced by reassuring words from your organization’s managers and leaders, who can articulate the reasons driving the changes.
Engage with Champions of Change
When a significant change occurs, it’s common to encounter strong opposition. However, the chances of success can rise when those advocating for change are frontline workers rather than just upper management.
Involving frontline staff in communicating the necessity and advantages of change to their colleagues can accelerate acceptance, reduce resistance, and facilitate feedback collection and information sharing about planned change efforts. If the situation demands it, engage a management consultant to facilitate this process.
Anticipate Change Fatigue
An unfortunate truth is that 70% of change initiatives end in failure. This is primarily due to employees experiencing “change fatigue,” leading them back to their familiar routines. By anticipating potential shortcuts, resistance to new guidelines, or reluctance to adopt new technologies among some employees, you can address this unproductive behavior promptly.
For instance, if a change leader in your department notices an employee struggling with the new digital inventory management system, scheduling a meeting with that team member to discuss the issue is crucial.
Frontline employees often offer valuable insights that can influence the implementation of changes in the future. Actively listen to their feedback, consider it thoughtfully, and determine the appropriate actions. Sometimes, providing additional training may be needed to help the employee adjust; other times, it could uncover ways to improve the change process for everyone involved.
Propose Incentives
Given the assumption that employees will prioritize their personal interests, the initial approach to change management involves presenting incentives to motivate individuals to embrace and actively participate in the company’s new course.
Tailored employee recognition schemes and rewards linked to specific actions and organizational values are the enticing factor that persuades certain individuals to support the change. These incentives bolster the desired behaviors and actions sought by senior management amidst turbulent periods and signify leadership’s acknowledgment of its workforce during a challenging phase of transition.
Exercise Authority
Depending on the urgency of the change required, an organization may opt to leverage its power to reduce employee resistance and ensure swift adoption of new standards, processes, and cultural norms.
In cases where the threat is severe and immediate change is crucial for survival, organizations may be unable to allocate time to incentive programs or culture transformation projects. The coercive approach may then emerge as the most efficient means of driving change, a “take it or leave it” stance. However, this method could cultivate discontent and opposition among certain employees, leading to future challenges.
Endnote
Taking proactive measures is essential for handling change effectively. Following a series of straightforward steps detailed in this blog can help. Firstly, invest time in comprehending the reasons behind the impending changes to effectively equip your team members for the transition. Subsequently, collaborate with management or HR to strategize the affected individuals and determine the optimal timing for informing them about the upcoming changes.
