Best manage change
Managing change in any organization is a very difficult task but at the same time, if the change is managed effectively, it will reward the whole organization. At the organization, it is the duty managers for effectively manage change by being a leader who knows all the challenges that what he will face during the implementation and what he would have to do to achieve success. A good manager will know how he has to engage employees in their team and effectively leads the business so that they can effectively collaborate how to manage change. An effective change management is necessary in any organization because with the changing needs of the world. The need of people also change and business has to innovate things through the different way of working and growing which requires a strategic change in the organization (Daft & Samson, 2014).
The successful and innovative products and services do not come easily. It is the efforts made by the whole organization through managing the structure of the business, effective communication protocols, new technology, employee engagement and many more things. And these all things are not easy to manage, the manager has to lead and sell change effectively. To manage change effectively, the manager must understand the barriers and the blockage that will occur during the change process and how he will manage those things. The managers must now that they cannot force change on the people because change is related to the emotions of the people that occur and become the reason for resistance to change. However, the managers who know how to sell change will be successful in the end through introducing new initiatives and will gain a workforce that will be more engaged and loyal. Managers can apply these steps for best managing the change in the organization (Goodman & Dingli, 2013).
Create the vision
Vision is the first step towards achieving the goal and how managers are going to achieve this goal through a good leadership. Vision gives the idea of future and how managers are going to fill the gap between the present and the future. Change is very much an important part of any organization. The first thing is to collect the customer feedback about company’s product and services because it gives the idea to the organization that where they are going now and what is needed to be changed. There must be an effective commitment from the senior management that how far they are Willing to go for achieving the success. And they must understand that haste makes waste so for the long term strategy they must balance out the energy (Graetz, Rimmer, Smith, & Lawrence, 2012).
Understanding how change affects people
Before implementing any change managers must understand that the change factor starts from the lower level employee. Managers must consider their employees first that how readily they are going to accept the change and how the emotional pain they will feel. Because it is important to understand these psychological issues. There are two kinds of personalities of employees. Those are “dominance and assertiveness”. The people with the dominant personalities are risk takers and they accept the change far more easily because of their shorter attention span. However, the people with the assertive personalities fear change and are very much resistance to change because of their longer attention span…managers must understand the type of the personalities in his organization so that he must know how to manage each of these personalities and who needs to get address more than the other. Managers should respect the emotional pain of the employees that are in the assertive personalities that how he is going to make them ready and engaged in the change plan (KHANNA, 2015).
Managers must understand that employee who is resistance to change mainly because they are required to do something new and to leave their old way of doing the work which causes discomfort (Synnot, 2014). They think of it as they are giving up something, not in the context of gaining something. Managers must tackle this situation by giving them the motivation that this change will also fulfill their objectives as well. People often feel alone that they are taking risk managers must ensure that if they accept the change they will be on the winning team and explain how it is possible (Pugh, 2012).
Creating motivation for employees for accepting the change
People will not accept change if they think that their current work or situation is good enough. Managers must have to motivate employees about the benefits that they will get through accepting the change. The manager must show them the required behaviors that are necessary for the new change and for motivating them managers must show employees, that how that behavior will affect their position and fulfill their objectives (Sutton, 2014). They KSA match the new way of working and how much important their skills are to the organization. Encouraging them through recognizing their worked efforts will motivate them even more. If people truly started to believe that their resources are being recognized and their human capital are essential to the organization they will embrace the change. Reward plan must be created for the employees who accept and implement change in their work it will also motivate them (Pugh, 2012).
Implementation of change at the workplace
The next step after motivating employees and understanding their differences is leading the employees to change by explaining them about WHAT the change is and WHY it is being made in the organization and most importantly HOW they are going to make it in the organization and affect them as well.
Managers have to explain these WHAT, WHY and HOW questions related to the change. People never embrace the change fully if they are not given full information related to the change (Snell, Morris, & Bohlander, 2015). It will also help employees by becoming more productive and will save their time if they understand it properly. Because telling the advantage of new technology that will affect them as well will be a personal win goal for them as well (Robbins, Bergman, Stagg, & Coulter, 2014).
Managers then need to explain the vision to the employees. Training and guiding must be provided to the employees at all the level of the work. Senior management must provide the resource, time and money and communication must be made by the senior management to the lower level employees as managers will feel that their managers are very much empathetic enough to provide them all the necessary requirements and in return they will also give them their hundred percent. Communication also lowers the stress and anxiety of the employees. And when the organization is restructuring jobs and refocusing the organization direction, the roles of each employee must be cleared out so that any kind of confusion must be avoided (Robbins, Cenzo, Coulter, & Woods, 2013).
To conclude one can say that managers then must model the required behavior that is expected from the employees and reward must be provided to each and every employee for accepting the change and for their work engagement. Experimental training will help employees in easily adapting the new work or how the new technology works. Teams must be made so that everyone can help each other. Managers must measure and analyze about how each employee are working and how it is affecting the outcomes of the company. The results must be displayed visually so that employees can easily track their position and what is needed and what is not needed in the process.
Daft, R. L., & Samson, D. (2014). Fundamentals of Management: Asia Pacific Edition PDF. Cengage Learning Australia.
Goodman, M., & Dingli, S. M. (2013). Creativity and Strategic Innovation Management. Routledge.
Graetz, F., Rimmer, M., Smith, A., & Lawrence, A. (2012). Managing Organisational Change, Google eBook. John Wiley & Sons.
KHANNA, R. (2015). PRODUCTION AND OPERATIONS MANAGEMENT. PHI Learning Pvt. Ltd.
Pugh, M. L. (2012). Change Management in Information Services. Ashgate Publishing.
Robbins, S. P., Bergman, R., Stagg, I., & Coulter, M. (2014). Management. Pearson Australia.
Robbins, S., Cenzo, D. D., Coulter, M., & Woods, M. (2013). Management: the Essentials. Pearson Higher Education AU.
Snell, S. A., Morris, S. S., & Bohlander, G. W. (2015). Managing Human Resources. Cengage Learning.
Sutton, A. (2014). Work Psychology in Action. Palgrave Macmillan.
Synnot, B. (2014). Change Management An Introductory Overview. Bill Synnot.