Do your employees feel like changes are done “for” them or “to” them?
Most organizations are in a constant state of change. Whether it be to their organizational structure, processes, programs or technology, evolution in the workplace has become inevitable.
To experience successful change management you need both technical and cultural results – technically, new efficiencies or functionalities are achieved from the new structure, technology or processes, while culturally, employees have to transform in order to ensure adaptation and utilization of the new technology or processes and increased cost savings.
However, for employees, these stages of change. As the change process progresses, employees find themselves on an emotional rollercoaster as they cycle through a series of stages from initial awareness to either acceptance and commitment or withdrawal.
In order to accept their new reality and contribute to making organizational change successful, people need to understand how these changes will benefit them. Not everyone will fall in line just because the change is necessary and will benefit the organization. This is a common assumption and pitfall that should be avoided.
Knowing and expecting resistance to change, and planning for it from the start will allow you to effectively manage any hurdles you might encounter and ensure a smooth transition. In the infographic below we outline the five stages of change encountered at most organizations.
At Burnie Group, the combination of our proven methodology, tools and technology will ensure efficient execution of your change management strategy. Our programs deliver measurable results, including reductions in operating costs, improvements in employee engagement and growth in top-line revenue.