Change Management

Change Management

Introduction

Change is inevitable and managing change is one of the most challenging tasks for an enterprise. Change management entails thoughtful planning and sensitive implementation, and above all, consultation with, and involvement of, the people affected by the changes. If you force change on people normally problems arise. Change must be realistic, achievable and measurable. These aspects are especially relevant to managing personal change.

Responsibility of Managing Change

Responsibility for managing change is with management and executives of the organisation - they must manage the change in a way that employees can cope with it. The manager has a responsibility to facilitate and enable change, and all that is implied within that statement, especially to understand the situation from an objective standpoint (to 'step back', and be non-Judgmental), and then to help people understand reasons, aims, and ways of responding positively according to employees' own situations and capabilities. Increasingly the manager's role is to interpret, communicate and enable - not to instruct and impose, which nobody really responds to well.

In most of such cases, companies involve an outsider or consultant to get this done. Perfect Centeris proved itself as a leading change agent for large firms in this region.

Process of Change Management

Perfect Center suggests three broad phases for Change Management:

 

Phase 1: Pre-Change Planning

·         Define all changes need to be done

·         Prepare Change Management Team

·         Assess the effect of Change on Department and funnel down to people

·         Develop blueprint of Change Management Plan

·         Brainstorm all possible resistance that unearthed

·         Resistance Management Plan

Phase 2: Change Implementation

·         Positive communication of change to people

·         Collect and analyse feedback

·         Diagnose gaps and change it

·         Implement corrective actions

Phase 3: Post-Change Assessment

·         Audit the repercussion of changes on organisation, customers and people

·         Corrective Action Plan

·         The above operation should lead to:

·         Increased probability of success

·         Meeting project objectives and goals

·         Increased and quicker user adoption

·         Increased people morale

·         Reduced negative impact on productivity

·         Retention of valued employees

 

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