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Change Management Outline

In: Business and Management

Submitted By SB1969
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Pages 3
Managing & Implementing Change in the workplace

1 - Understanding the reasons for change

Why the need for change?
Types of changes
Organisations PESTLE ..SWOT

Analysis of environmental and organisational changes & identify possible areas for change in own organisation

2 - Manage & Implement change in the workplace

Identify an opportunity for changes, arising from the environmental & organization analysis (use of PESTLE?)

Review benefits & risks (SWOT?) of implementing the identified opportunity for change

Methods of assessing risks & uncertainties

System theory & process design??

Methods for planning change

Feasibility and viability of the change for stakeholders

Identification of human and financial factors in the consideration of resistance to change

Bridges Transition Model – Purpose, Picture, Plan & Part

Clear communication of change

Importance of involving people to facilitate effective change
Identify motivational factors for staff in change process ( Information to staff & when)

Develop and change of implementation plan incl details of monitor / review the changes
Techniques / monitoring & evaluating outcomes

1. Create a Plan
Plan
Do
Revew

A successful plan for implementing change in the workplace includes 5 stages:
Present the case for change, emphasizing what the employees will gain from it.
Develop strategies for informing and coaching employees through stages of resistance.
Provide clear, accurate and detailed information.
Prepare by anticipating potential issues and prepare ways to avoid or overcome them.
Decide on a method for monitoring progress.

2. Communication
Announce the change as soon as authorized to do, preempting harmful rumors. Hold a group meeting and provide clear and accurate information. Impart as much information as possible and maintain an open line of communication with employees at all times.

3. Maintain Morale
Once the change has been implemented, focus on maintaining employee morale through what might be a difficult period. Be visible, available and patient, and encourage clarification. Provide open, honest and accurate information while listening carefully to all feedback. Show respect for your employees’ feelings and concerns at all times.

4. Focus on Common Goals
Focusing on common goals fosters unity even during periods of stress. In deference to the changes, set new goals and help employees shift their focus from the old goals to the new set of objectives. Clearly explain the necessary steps involved to achieve the new goals. Encourage teamwork and provide regular reinforcement and positive feedback.

5. Skill and Career Development
It is critical to assist employees in developing the new skills required to excel in the changing work environment. Help them identify with their new roles and understand their own potential. Make sure to assist them in finding new paths for advancement and growth.

6. Monitor the Change Process
Managers should monitor the change process and evaluate how successful they’ve been in implementing change. This includes monitoring the changes and the impact of those changes, checking if they’ve been implemented according to the plan and have resulted in the desired improvements. Following evaluation, modify the plans as necessary and review the change process for potential improvements.

7. Stabilize and Sustain the Change
Implementing the change is not enough – employers will want to ensure that the changes endure. This can be accomplished by giving the staff time to adjust, providing training if needed, revising job descriptions and developing new reward systems.
In conclusion, employers should accept the change themselves, if they expect employees to accept the change. They should attempt to understand the steps that will help successfully implement change, keeping in mind that progress occurs when employees begin to see the changes in a positive light.

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