![]() ![]() If you can’t support the change 100%, don’t even think about making it. There is nothing worse than sending a mixed message to employees. It is crucial that management shows support for changes and demonstrates that support when communicating and interacting with staff. Management Support for ChangeĮmployees develop a comfort level when they see management support the process. 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. To effectively manage change efforts, it is important to help people understand what the change will be and the reasons behind the change. Organizational leaders have the responsibility to manage change efforts to minimize the negative impact on employees. When people don’t know all the answers, they feel like they have lost control and that makes them feel hopeless. Often it is fear of the unknown or perhaps how the change will impact them. So whether the change is transitioning to a new software program, adhering to new policies and procedures for processing material, an office move, or a change in an employee benefit plan, successful change happens when it is managed. “The definition of Insanity: doing the same thing over and over again and expecting different results.” Albert Einstein However, successful organizations understand that doing things the same way will produce the same result.Īnd that sometimes change is needed to take an organization to the next level. ![]() Some people get set in their ways, get comfortable, and resist change because it causes them to undo comfortable habits. This is just a simple example of how seemingly small things for some people can be very upsetting to others.ĭoing Things The Same Way Will Produce The Same Results Ironically, months later, she recognized the benefit of the move and thanked us. She was very upset and expressed that she didn’t “like that we moved her cheese.” We expected her to be excited about (what we thought would be) a good change for her – however, she viewed it very differently. There was a woman who participated in the training that we later moved from a very small cubicle to a large, shared office with privacy and new furniture. It was sadly comical how resistant the staff was to just the mention of change. The book was simply a way to help employees think about change differently and hopefully embrace some of the changes we were getting ready to make. Who Moved My Cheese?: An Amazing Way to Deal with Change in Your Work and in Your Life by Dr. I worked for an organization that was implementing some change, and we started the process by asking the staff to read this book: Even Small Changes Can Produce Resistance So why is it so difficult to swallow change at work?Īnyone who has ever gone into an organization and tried to change “the way things are” understands the resistance employees can have against any change effort. What Is A Good Change?Ī marriage, the birth of a baby, moving into a new home, or a new job are examples of positive changes in our lives. However, successful organizations understand that when they are doing things the same way with poor results, implementing organizational change can be necessary.īut most would agree that we can think of a time when we had a good life change. Change is a word that generates uneasiness and sometimes fear in most of us.
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