It’s June and for most organizations that means assessing priorities and making changes for the remainder of the year for a strong finish. The ability of managers and HR professionals to manage the change of organizations with the employees is a tremendous challenge. Given a natural response to change is resistance and most managers, supervisors and human resources professionals underestimate the level of resistance that will meet all changes? There are many approaches for managing change effectively, listed below are some things to consider as you manage or are a part of your organizations change.
1st Create a Healthy Change Environment
Research and studies find three influencers that were especially important to an employee’s experience in the environment of change;
- Positive outlook – Employees who didn’t resist the change but viewed the change as an opportunity and a challenge fared better emotionally and physically. Those who saw it as an opportunity, put their energies into participating in the change rather than resisting it.
- Perceived control – organizations that share information early and ongoing allows employees the feeling of control along with a feeling of contributing which makes a difference, those that focus on being victims didn’t do as well mentally or in some cases physically with the changes.
- Level of commitment – employees with a high level of commitment to their job, the company and the overall mission tolerated the change much better than people who lacked commitment and felt the change was a manipulation tool.
2nd Create a Change Orientated Culture
Create an environment where people feel free to generate and share new ideas and to innovate. This type of environment fosters change ongoing not just when there is organizational change.
3rd Create an Environment of Possibility Thinking
Our preconceived notions of what a solution should look like often prevent us from finding truly innovative, effective solutions. Possibility thinking means looking for the golden nugget buried beneath the obvious. This creates a flexible culture which welcomes new ideas more choices and since it encourages innovation and possibility thinking it achieves better results.
4th The Dual Responsibility of Supervisors
Recognize supervisors have a dual responsibility throughout the course of the transition-to themselves and to their employees. Supervisors are often in a unique position. They are more apt to hear a direct communication from the executive level of the new vision, and must then be able to translate this vision into concrete terms for their staff.