Strategies for Effective Implementation of Organizational Change

Strategies for Implementing Organizational Change
An organizational change is a very important phase in a company. It needs to be efficiently managed and implemented, so as to provide a positive impact on the way the company works.
Workspirited Staff
Last Updated: Jun 7, 2018
Quick Tip
Change management strategies should be planned such that system alterations do not cause a feeling of insecurity and discomfort in the minds of the employees. The management team must aim at enabling the staff adjust to the changes.
Most successful companies adopt the concept of organizational change, since it plays a significant role in making the business productive. Ordinarily, employees get accustomed to a particular mundane routine at work, and irrespective of whether they like it or not, the comfort zone is eventually established.
They don't want their schedule to be disturbed by any kind of changes in the process. Some might rant, grumble, and screech, while some will be ready to embrace change. Despite mixed opinions, a change management concept is necessary at the workplace; it is what helps the employees adjust to new principles, obligations, processes, policies, and systems.
The Concept
  • As already mentioned, organizational change is the fulcrum of organizational success.
  • In today's business environment, capital flows and an unpredictable market have brought forth the need to instantiate behavioral and structural changes in the workplace.
  • This change must address three important components - business process, people, and implementation.
  • Business process includes the changes that are brought about in the organization's working procedure. It involves changes in the product, service, manufacturing, workflows, technology, etc.
  • Changes in people involves employee work schedule, style of working, target completion, addressing deadlines, workplace culture, relationships, conflicts, politics, etc.
  • The implementation component comprises the way the change is brought about.
  • The strategies enlisted below cover these three entities in detail.
The Strategies
Goals and Vision
  • Reset the goals and objectives of the organization. You need a change to be established, therefore, reinvent the goals and prepare a new, formal vision statement.
  • You would have had a prior idea about what changes you need in the workplace. Formulate the new vision accordingly.
  • Set up a pictorial future of the company within a stipulated period. Work towards establishing and fulfilling goals to reach that state.
The Top Management
  • Always begin at the top of the hierarchy. After all, the company began and is thriving on the efforts of the top shots - the CEO, the managers, and the heads of department.
  • Employees look up to these positions for guidance. The change has to be communicated effectively so that any glitches can be made aware of immediately.
  • For example, if any product changes are to be made and the decision is taken by a lower management level, the circumstances must be explained to the higher management so that they understand the reasons for doing so.
  • Any change-related plans must be discussed by the seniors so that the employees do not suspect the leadership.
  • Team effort is important even in this case - the seniors must collaborate and formulate plans for the staff to follow.
Leadership
  • At a time when change is implemented, everyone must shoulder equal responsibility. On no account should the blame game be played.
  • Assume that a particular change is bound to cause a certain hindrance in future, and this fact has been noted by some of the lower-ranking staff. At this time, a good leader must claim responsibility for having thought of a not-so-effective decision; at the same time, the staff must make sure not to blame the leader completely.
  • Mistakes, after all, can be made by any one. It is more important to resolve what was wrong than discuss who was responsible for the wrongdoing.
Business meeting
  • Leadership demands that everyone in the company be involved in the decision-making  so that the awareness and impact of the decision is felt and analyzed by all. This strategy helps disperse a mutual understanding.
  • Leadership also demands that every department intermingle and take decisions without ego clashes. The bigger picture, i.e., the success of the organization as a whole, is what is to be considered.
Workplace Culture
  • Implementing changes in the overall office culture is another strategy that naturally follows.
  • The work environment factor must be addressed at the right time, lest the implementation of other strategies take their toll, leaving the management confused about what went wrong in the process.
  • The atmosphere of the workplace is what motivates/de-motivates an employee. It is essential that it serves as the encouraging factor.
  • The workplace culture is based on certain principles and ethics; yet, it should not boring so as to drive the employees insane.
  • The core beliefs and decorum of the office should be maintained while addressing office culture.
Communication
  • This is one of the most important strategies of change management. Communication is required at every level, with every person.
  • To begin with, changes must be communicated to each and everyone in the company - right from the owner to the fresher candidates.
  • One may argue over the fact that not all changes need to be communicated from top to bottom, but it is essential that the message be passed across so that there is no room for confusion.
  • On no account should it be misunderstood that the opponent understands what you are saying. Speak. Communicate. Resolve.
  • Hold meetings and conferences to implement changes. Engage in fruitful conversations to understand what is going on.
  • If there is anything that is not understood, communication demands that the question be put forth ASAP to clear the confusion.
  • Team work is an important entity that is present in all the strategies. In fact, it is as important as having a separate identity for itself.
  • no change can be successfully implemented without a team effort.
  • After the changes have been put down and implemented, a feedback session should be conducted to analyze the positive and negative effects of the change so that further decisions can be taken.
Acceptance of Failure
  • Every strategy may be a trial-and-error method. It is important that the management learns how to accept failure.
  • Of course, this may not be the case at all, the plans can be a downright success; in case it is not, the issues have to addressed and handled one by one.
  • In fact, this post-implementation period is the one wherein the decision-making is analyzed and further plans are formulated.
  • All the shortcomings can be identified and new models can make their way through.
  • Better solutions can be brainstormed in case of the worst scenario. Therefore, always be ready to expect the unexpected.
Organizational change helps improve the processes and enable the company to reach new heights. A smooth transition must take place form the old processes to the new ones. Team effort is an important factor in implementing organizational change.