Leading organisational change
20th April 2018
“The only thing that is constant is change” – this statement will no doubt ring true with business leaders in all sectors; from staff turnover to new legislation, change is an ongoing part of management life. Beyond simply navigating the changes themselves, there are a number of issues to consider to ensure the transition runs smoothly and meets with the least resistance from your team. With one major change on the horizon for us at Grafton Banks Finance to deal with – the upcoming implementation of GDPR – we’ve been thinking a great deal about the importance of effective change management.
Fear of the unknown
It’s important to remember that the announcement of change can be a source of stress and anxiety for your team. Taking the time to manage relevant communications properly is key to reducing resistance and encouraging active participation. Your messaging should be clear, consistent and easy to understand, and maintaining transparency at all times will help your staff to feel more comfortable.
Inc. magazine outlines the expectations that employers and employees should have of one another. These obligations will define how staff respond both to the change you’re proposing and your management of it. A relationship based on mutual respect, commitment and professionalism is the basis of successful change.
The whys and hows
In order to get your team on board, it’s vital to be clear from the outset on why the change is taking place, what the benefits will be to the organisation and to the team, how the changes will affect them, when they will be implemented and who will be involved.
Setting out clear plans for the project and explaining expectations on both sides will help everyone to feel more confident in the process and positive about the outcome.
Being clear on your objectives and timelines will also help you to measure the results of the change, and the impact on your business. A key part of this involves soliciting feedback from your team on the changes and the effects they’re seeing. Listening to their concerns not only gives you an opportunity to identify issues, but makes your staff feel supported during the transition.
Keeping the whole company updated on progress helps everyone to feel connected to the development of the business and part of a cohesive unit. It is also important to demonstrate honesty and transparency in your updates, even when things aren’t going perfectly.
If only one department is undergoing chance, they shouldn’t be the sole focus of your updates – making sure that everyone is up-to-date and what is happening and why not only helps the team dealing with change to feel supported, but also means their colleagues can be more understanding and supportive.
At Grafton Banks Finance, we know that change and development make businesses successful. Our expert recruitment consultants are on hand to help business leaders find the team members to drive positive change. If you'd like to find out more about how we can support you, please contact Nigel Jeyes on 01273 229499 or email email@example.com for an in-depth, confidential consultation.
Should you wish to contact us out of hours, please call 07714 765482.