how to successfully support an employee mindset change when implementing an organisational...
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Accomplishing successful change initiatives and innovation execution, more often that not, requires organisational restructuring. Success hinges on quality planning, clear and frequent communications, and effective strategies to embed new mindsets and behaviours. Here are four steps for supporting a mindset change, or acceptance of change, around a reorganisation to ensure an opportunity for success.TRANSCRIPT
How to Successfully Support an Employee Mindset Change when Implementing an Organisational Restructuring Plan
October 2013
The contemporary economy demands constant change and innovation.
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Accomplishing successful change initiatives and innovation execution, more
often that not, requires organisational restructuring.
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This restructuring can range from a simple departmental reorganisation to a complex
company restructure.
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No matter the level of complexity involved in reorganisation, there must be a plan in place to handle the people issues that are
intertwined with change.
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Employees find change difficult and uncomfortable. This is especially true for
someone who’s worked hard to gain position and power under the former
structure of the organisation.
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So, how does an organisation successfully implement reorganisation
or restructure?
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Success hinges on quality planning, clear and frequent communications, and effective strategies to embed new
mindsets and behaviours.
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The following slide shares four steps for supporting a mindset change, or acceptance of change, around a
reorganisation.
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Four Steps to Support a Mindset Change
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• Include Line Leaders in Organisational Design
• Arm Leaders with Skills to Communicate Changes
• Prepare for Questions
• Create an Environment of Transparency
Include Line Leaders in Organisational Design
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Ask line leaders to break down key functions and roles, calculate budgetary implications, create a new organisational
chart, etc. to encourage inclusion in change.
Arm Leaders with Skills to Communicate Changes
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Report directly to line leaders to ensure they have the knowledge and know-how to communicate changes to team members.
Prepare for Questions
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Ensure redundancy, redeployment and recruitment policies are agreed to prior to embarking on employee conversations.
Create an Environment of Transparency
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Minimise employee resentment by guaranteeing transparency within the
process of managing selection and appointment of new organisational roles.
As you can see, a successful change strategy includes a thorough
communication plan, clear and consistent messages, and systems that support the
changes.
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The results?
Less employee pain, effectively embedded change and successful
reorganisation.
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A very important item to remember:
Desired results can not occur without empowering your leaders and equipping
them to communicate and handle uncomfortable conversations.
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Our change management team can help ensure your leaders are properly equipped
to succeed.
Learn more at: www.wiserchange.com
/products-services/education-programs/
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Questions? Contact WiserChange™
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If you have questions about developing your leadership voice or change management, please contact the WiserChange™ team.
P: +61 2 99551212
www.wiserchange.comFacebook.com/WiserChangeConsultingLinkedin.com/company/wiserchange@Wiserchange
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