Nowadays, given the speed at which everything is changing all the time, implementing change is more than an option: it is a necessity. Changes are what keep processes up to date , prepare the company to remain competitive in the market and boost business , especially in times of crisis, such as the one we are currently experiencing.
But do you know where to start? Whatever your answer, we can offer insights that will help your company successfully manage this path. Follow along!
What is change management?
Imagine that you want to move house. To do this, you will need to organize each step : where to move, who will move, when, what will be taken or not. Change management in the company follows the same principles. Using a set of actions, strategies and tools, you will enable your company's human resources to adapt in the best way possible to the changes that will be implemented.
Why change management is so important for your company
Any company that intends to maintain or increase its competitiveness must be prepared to change, regardless of its size or type of activity. It is change that allows it to incorporate technological advances into its daily routine, face competition and/or follow industry trends , for example.
Managing this change, in turn, enables the organizational environment to absorb the evolution of processes and/or the adoption of new tools without trauma .
The 4 stages of the change curve
We all go through change curves when we are caught off guard by kenya email list something. Why? We need to manage our emotions to learn how to deal with change and its consequences. In a company, it is no different. The stages that make up the curve for implementing a change process are four, each one represented by new cycles that must be overcome until stability is achieved.
1 – Status quo : this is the moment before change, when everyone is “comfortable”, fully adapted to the day-to-day work routine. But when a new fact arises requiring change, it is common for many to become apprehensive and fear that they will not be able to keep up with it.
2 – Disruption : at this stage, the change has already occurred and, in its wake, comes the need for new decisions to be made and a new project to be put into practice.
3 – Exploration : this is a decisive stage. In this stage, resistance to what has been changed has diminished and stakeholders begin to be interested in knowing everything involved in the innovation.
4 – Reconstruction : this is the consolidation phase of the project. The change has evolved and its first positive results are perceived by everyone, bringing real and continuous benefits to the company and its employees.
Training management in corporate strategy
6 steps to implement change management
Step 1 – Know clearly what needs to be changed, why and what goals you have in mind
The first step to successful change is to define what objectives you want to achieve and, from there, plan in detail each step of the process to achieve them and align them with performance goals .
This will not only allow your company to take the best path from a strategic, financial and ethical point of view, but it can also help you assess how much effort and investment will be required.
Step 2 – Assess what the impacts of the change will be and who will be affected by it
At this point, you have already defined what needs to be changed in the company and what you hope to achieve with the changes. Now is the time to detail what impacts these changes could have on each organizational level.
By visualizing the process and its consequences as a whole, you will be able to quantify the impacts of the change in each sector and how they unfold throughout the organizational structure, in a domino effect. And, most importantly, you will have a clear idea of what measures will need to be taken to ensure that your team has adequate support and goes through the changes as smoothly as possible.
Step 3 – Communication: a key factor for success
A very important step in management is to make it very clear to the entire team what role each person will play in the upcoming changes .
To achieve this, transparent and educational internal communication — indicating what the changes are, why they are happening or who will be affected, for example — will be essential. Otherwise, you will have confused employees who are unlikely to adhere to them, which compromises the entire process.
Here are some of the topics your communication strategy might include:
A schedule with deadlines for communicating the change by area.
What language will be most appropriate to communicate the changes.
Which communication channels will be used.
The most effective media to reach employees.
Step 4 – Prioritize training
Once employees are aware of the changes, it is time to provide training so that they can acquire the skills and knowledge that will enable them to act effectively .
Online or in-person learning modules, lectures, mini-courses, motivational material, workshops, are all valid resources for training. Of course, the choice should be made according to the change taking place.