change management image_tn_student handout.doc

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Change Management

Faculty of management Spring 2012

change management image TN-studenthandout

Change Management is a vital and a complex task. It requires dealing with the system as wellas people in an organization to be competitive in a fast-changing technological world. To execute

change an organization requires managers who can provide strong guidance with outstandingmanagerial skills.

Once the management identifies and plans to inculcate change, the following steps need to befollowed for successful implementation:

Step 1: Communicate the change: Communication acts as a mortar to implement the desired

change. Communicate issues such as these need to be addressed by organizations:
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1. What changes need to be implemented?

2. Why is change necessary?

3. What are the consequences for the organization and employees by not adapting tochange?

4. What training needs will the organization provide?

By addressing the above concerns, employees can reduce unknown fear by reassuring the

training availability for the new skills that need to be upgraded. In turn, it also acts as amotivational factor to implement change.

Step 2: Collate management and employees: This involves making managers and employees

to voluntarily involve themselves in the change process. It requires enabling the manager to

empower employees with the necessary learning according to the skill set that needs to beupgraded. Employees must participate in the learning program with enthusiasm and upgrade the

required skill set.

Step 3: Reward through Performance Tracking: Track the performance of the new skillsimplemented in the change process. To enable people realize that they are making progress in

this area, acknowledge the change accomplished. Divide the target goal into short-term goals.

Reward and celebrate short-term successful goals. This will enable organizations to subdue their

critics and negative thinkers for successful progress in implementing changes. This will enableemployees to get motivated.

Step 4: Update ongoing process: Continuously, update employees through internal

communication tools regarding meeting targets successfully. Initiate people to analyze the

information regarding the success of the task and to give suggestions for improvement.

Step 5: Incorporate changes to the organizational culture: Implement changes into theorganizational policy and structure. Ensure that you implement the required change into every

aspect of the organization. This can be done by continuous monitoring and motivating managersand employees concerned till they get accustomed to the new process and make the change a part

of the work culture.

According to analysis, it was found that while implementing change some employees will exhibit

resistance. Subsequently, this may act as an obstruction to the implementation of successfulchange management.

So how can an organization deal with resistance during change management implementation?

Identify: Identify the people and cause for resistance. Give ample time for an employee to

address the possible cause for resisting a particular change. This will enable them to get vital

information for the change process as it helps to analyze both the sides of a particular issue.

Address: Try to rationalize and motivate the resistor to take up change voluntarily.


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change management image_tn_student handout.doc

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