The success of the change program is heavily reliant on the clarity of goals and objectives of the change leaders. Employees are often confused and baffled about the change project how the changes would look like and what’s the meaning of meaning of change for them and the rest of the employees. You have to keep in mind some practical tips and suggestions while starting the change initiative. Today, we’ll discuss the do’s and don’ts of change management; and separate points of do’s and don’ts.
Do’s of Change Management
Let’s discuss the do’s in the do’s and don’ts of change management; they’re as follows;
Speedy and Urgent Change
The human mind doesn’t easily accept and adopt the changes. Employees and stakeholders want to live in their comfort zone and they don’t welcome the change initiative. Therefore, change leaders and managers should be aware of the latest information, statistics, and data to develop a strong basis for the change program. Employees would ask some basic questions;
- Why they require change,
- What the changes would look like,
- How you would execute the changes.
Crafting a Roadmap of Change
The change leaders need to translate their change idea into an effective roadmap and strategy. The change roadmap or the strategy would outline all the details about the change project, it deals with the following questions;
- The outcome and result of the change initiative
- Responsible person for executing the change
- Required skills and resources to achieve the desired changes
- How to measure the success
- The time they need to reach their goals and objectives
The roadmap and the strategic approach would bring all the employees, team members, and stakeholders on one page. Without one singular strategy, everyone would have their own perception and definition of change and how to execute change.
Open Communication
Open and honest communication plays a key role in the growth and success of the overall change initiative. It is highly significant to share the right idea with the right people at the right time by using the right channels. However, the two-way communication channel allows managers to connect and engage with employees and team members in the decision-making process. It makes them feel valued that the management is listening to their feedback and suggestions.
Effective communication would decrease the employee’s resistance to the change, increase their adoption rate, and bring them in front of the line for executing the changes. For effective communication, they should be clear about communication goals, objectives, and purpose, and be aware of the target audience.
Employee Engagement
It is significant for employees and team members to connect and engage in the change initiative. Employees need to support and own the change initiative openly and wholeheartedly while staying in the relationship with them. Often, employees are baffled about the change initiative, they have fears and questions in mind about their roles and responsibilities. Employment engagement session with change leaders would answer all their questions and concerns.
Innovative and Creative Ideas
Innovative and creative is the main value of the team for successfully executing the changes. The Innovative and creative ideas would always boost the morale and confidence level of employees and improve the company’s productivity. However, it is not a one-time thing to become innovative and creative; rather they need to develop an innovative culture for supporting and welcoming all the unique and innovative ideas and solutions.
Celebrating Small Wins
Companies are always looking to achieve bigger goals and objectives through the change program. They should celebrate small achievements and wins in their plan of executing the changes. It boosts the morale and confidence level of employees and builds their momentum for bigger goals and achievements. Celebrating small wins won’t take a lot of effort, you should gather a small team of employees and share the company’s success story.
Don’ts of Change Management
Let’s discuss the don’ts in the do’s and don’ts of change management; they’re as follows;
Taking A lot of Time
Many research studies have shown that managers and change leaders shouldn’t take a lot of time to execute the changes. Often, managers and leaders waste a lot of valuable time in taking the first step toward the change initiative. Unnecessary discussions and preparation would increase the pressure on them and further delay the change project.
Unclear Vision
Lack of clarity about the change initiative plays a key role in its failure. Often, change leaders and managers don’t have a clear vision about the type of changes they want and inspire in the organization. They fail to clearly present the change vision and change goals and objectives to the employees and team members and it amplifies confusion and resistance among them.
Avoiding Reason for Resistance
Employees and team members resist organizational changes for various reasons. They have doubts and fears about the upcoming potential changes. They’re uncertain how the changes would impact their role, responsibilities, and their jobs; and that’s why they resist the changes. However, when leaders avoid the reason behind the resistance, they won’t overcome the resistance.
Not Providing Skills and Expertise
A successful change initiative is highly expensive. Along with bombarding employees and team members with valuable information, they should provide them with resources and equip them with skills and expertise to successfully execute the changes. Often, change leaders don’t work on improving their skills and expertise, and they can’t expect the growth and success of their change project.
Executing A lot of Changes at Once
Change initiative is a long-term process and employees require a lot of time to adapt and adjust to the new culture. The change leaders should prioritize changes that what they are looking for from the change project and what they want out of the change project. The change initiative would be disastrous if they want to achieve too many changes in a very short time.
Conclusion: Do’s and Don’ts of Change Management | Organizational Change Do’s and Don’ts
After an in-depth study of the do’s and don’ts of change management; we have realized that change initiative requires a lot of careful consideration. If you are learning about the change management do’s and don’ts; then you should keep in mind the abovementioned factors.
Ahsan is an accomplished researcher and has a deep insight in worldly life affairs. He goes Live 3 days a week on various social media platforms. Other than research writing, he’s a very interesting person.
