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    8 Steps For Implementing Change in Your Organization

    Learn what it means to implement change within an organization, the benefits of change implementation and eight steps you can follow to undertake this process.

    8 Steps For Implementing Change in Your Organization

    By Indeed Editorial Team

    Updated September 8, 2022

    Published January 5, 2021

    The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey.

    Helping your business grow and thrive often requires implementing change throughout the organization. Knowing which changes to make will help ensure a smooth transition for your company.

    In this article, we discuss what it means to implement change within an organization, the benefits of change implementation and eight helpful steps plus tips to help you with this process.

    Related: Change Management: What It Is and Why It's Important

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    What does it mean to implement change?

    When implementing change within an organization, it means you are shifting the way that you do business in some way, whether that involves a new business strategy, employee practices or the implementation of new software or equipment.

    Implementing change effectively requires change management, which is a process that helps employees prepare for an organizational transition using various resources and strategies. It’s recommended that you develop a plan that will gain employee buy-in and provide them with the necessary tools to achieve the intended change.

    Related: Change Management: Definition, Types and Benefits

    What are the benefits of change implementation?

    Changes are usually implemented to achieve greater efficiency in meeting business goals or to adjust processes for new goals.

    The type of change you implement will vary on your organization's objectives and industry. However, some general benefits of implementing change in an organization include:

    Improving collaboration or cooperation within the business

    Improving employee productivity

    Improving the efficiency of work processes

    Adapting or responding to changes more efficiently

    Providing a path to achieve specific business objectives

    Related: Adaptability in the Workplace: Benefits and Importance

    8 steps to implement organizational change

    Successful change management requires implementing multiple phases to ensure the transition runs smoothly. By following these eight steps, you can keep your business on track while achieving a transition:

    1. Identify the change and perform an impact assessment

    To begin, you should first identify the necessary change and make sure that it aligns with your company’s overall objectives. Once you identify your goal, perform an impact assessment to evaluate how the change will affect all levels of your organization. This assessment will provide guidelines on how to implement the change because it shows who faces the most impact and will need the most support or training.

    2. Develop a plan

    Use the insights you gained in the preparation phase to determine how to implement the changes needed. Create a plan that sets the direction for your organization, including how to achieve the necessary changes and ways to measure whether the changes were successful.

    Depending on the scope of the change you implement, you may need to include a plan on how you will support employees through this transition. Your impact assessment identified the most impacted employees, so your implementation plan also needs to include any type of support or training that these employees may need. Things to consider include mentorship programs, cross-training plans and open-door policies where employees can ask for assistance and receive clarification.

    Related: 10-Step Guide To Creating a Successful Change Management Strategy

    3. Communicate the change to employees

    To effectively convey the change to employees, you’ll need to develop a communications strategy. In this plan, outline your main messages, identify your audience and determine who or what medium will deliver this information. Depending on the change, you may also need to consider how management will respond to resistance or feedback from employees.

    Due to your impact assessment, you will likely already know which level of the organization will be affected most by the change. It is recommended that you communicate with these employees first and most often.

    Related: 6 Key Tactics in Managing Resistance To Change

    4. Provide reasons for the change

    To gain the support of employees when implementing change, you must demonstrate the necessity of the change. Often, the best way to achieve this is to present data that supports your decision. Such data may involve customer or employee surveys, strategic business goals or budget plans. Remember to underscore the benefits the change implementation will bring. Employees who understand why the change is happening may be more likely to feel motivated to actively participate in the change.

    5. Seek employee feedback

    After communicating the change to employees, offer them the opportunity to provide feedback. You can either schedule times to conduct in-person feedback sessions or send out surveys. Change can make some people nervous, so allowing employees to voice their opinions makes them feel like part of the decision or conversation. You may even gain insights into how to improve your implementation plans. Encouraging employees to voice their concerns also allows the opportunity to clear up any misunderstandings and answer any lingering questions.

    स्रोत : www.indeed.com

    8 Ways to Manage A Team Through Change

    The best organizations succeed because leaders steer coordination across teams, maximizing the talent and versatility of various players.

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    8 Ways to Manage A Team Through Change

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    By Tammy Perkins June 7, 2021

    Change is constantly happening on your team and in business. Whether it's new leadership, a reorganization, a merger or acquisition, successfully leading a team through change is hard and it presents both opportunities and challenges. To maximize benefits and minimize stress, leaders need to be organized, strategic and almost overly prepared.

    As a leader, you need clear goals, while also staying hyper-aware of how daily activities may change for you and your team. A key to getting ahead is thinking through various scenarios that could materialize - what can go right and what may go wrong. Change can breed unexpected developments, and leaders need to show composure to the team looking to them for guidance.

    An action plan that employs a distribution of expectations and responsibilities across teams is essential. A transition fostered by individual heroics, on the other hand, is tough to streamline and sustain.

    The best organizations succeed because leaders steer coordination across teams, maximizing the talent and versatility of various players. Well-positioned teams weather change together, evolving collectively.

    Assess Organizational Design

    The leadership team has to be poised to enact the full body exercise that is transformation. Prior to an organizational change, it's a good strategy to conduct an audit to ensure they have the skills, experiences and knowledge to steer their company into its future.

    Ask: How can the team become effective as quickly as possible? What new challenges or responsibilities face our team as we grow? Do gaps exist?

    Challenges associated with change stand to unearth weakness in leadership and on teams. It's better to own, evaluate and strengthen those during the planning phase.

    "Org design is about making scalable decisions." says Dan Spaulding, Chief People Officer of Zillow. "Are you making a long-term decision or simply trying to solve a short-term problem? Many leaders react to short-term org challenges and create perpetual change instead of focusing on where they want the org to be long-term and setting a coherent strategy to get there. There will always be uncertainty and resistance, but when you can explain the changes, people can understand and rally around that vision."

    Activate Change Management

    When not managed correctly, change can disrupt culture, impeding innovation and efficiency. Messaging is key.

    Wendy Barnes, SVP & CHRO Palo Alto Networks advises: "It's critical to have a clear vision of the end-state so you can get everyone moving in the right direction. That helps you crystalize the rationale for the change so you can effectively communicate it to everyone who needs to know and get the right stakeholders involved from the start."

    A systematic and scalable effort can help people to accept change. Spaulding explains: "Having an organization with defined values that communicates with transparency will help to build a growth mindset that builds adaptable employees. Org transformation is difficult work and should be undertaken from a systems-thinking approach with commitment to getting it right (or at least with empathy and respect) for everyone that will be impacted."

    [Related: The Onboarding Checklist That Puts Culture First]

    Set the Direction

    Leaders position their team for success by making priorities clear at each stage. Articulate a vision the team can believe in. Hear their concerns. Empower them to deliver results by offering clear instructions.

    Defining metrics for monitoring the team's operations can help. Granted, there is likely to be disruption, but the goal is to contain that so that it doesn't impact morale and productivity.

    Keep a list of key priorities; it can be tough to keep sight of them in an environment of change.

    Engage Your Team

    Being focused and organized positions leaders to help their team flex their way through transition; again, this scenario doesn't demand a hero. It calls for a prepared and savvy facilitator.

    Steve Jobs famously reflected: "It doesn't make sense to hire to smart people and then tell them what to do; we hire smart people so they can tell us what to do." Position the team to succeed, then afford them the autonomy to do so.

    [Related: How to Save Your Company Culture From Toxic Employees]

    Empower Decision-Making

    Be transparent and explicit. Share goals and rationales that prompt decisions. Seek input. Invite dialogue.

    Leveraging the team's wisdom can help solve problems quickly. It can be demotivating if the transition disrupts work; aim to keep operations buzzing.

    Leverage Talent

    Career planning is an ongoing process that bridges one's current job to the next opportunity. Design succession plans to help the team achieve their goals. Nurture talent by matching career goals with available or upcoming opportunities.

    Keep the Team Moving Forward

    Leaders need to overextend their EQ. Barnes points out: "Empathy plays a big part in how I approach these conversations because in many cases my team is hearing about a change that will also impact them on a personal level. I like to face this challenge head-on by offering my own perspective in hopes that others will share what makes them feel uncertain. If you confront it early, it helps clear their air so you can get back to the task of leading the company through change."

    स्रोत : www.glassdoor.com

    Eagle's Flight

    Learn 5 ways to prepare your team for organizational change.

    5 Ways to Prepare Your Team for Organizational Change

    Change leadership is more than managing changes in company processes or tools; it is leading employees through the waters of change. Because it affects everyone, leading change requires the buy-in and support of all employees impacted by the change. They need to know what to expect, their role in the change, the benefits of changing, and how to react when they encounter change. Unfortunately, as pointed out in an article published by the Association for Talent Development, many organizations struggle to achieve employee buy-in and support for change, for reasons such as employee resistance, inadequate resources, and leadership behavior that doesn’t support change. To effectively lead change, here are a handful of actions you can take to prepare your team.

    Share the Vision

    Employees need to understand not just that change is coming, but why the change is necessary. Taking the time to craft and communicate a vision for change helps the team to see that the change is a reality and not just words or wishful thinking. Sharing your vision also helps individuals to distinguish between which processes or accountabilities in the organization are changing imminently and which changes are more long-term. A vision can also be a source of inspiration to the team because it helps them visualize how things will look after the change has taken place.

    Communicate Frequently

    Telling employees that change is coming is informative, but it doesn’t effectively prepare the team for change. People often benefit from hearing messages of change frequently and in different forums so they have ample time to develop a deeper understanding of the change that is coming. Frequent communication in the form of one-on-one conversations, team meetings, and email communications not only helps the team understand upcoming changes, but also improves transparency, gives individuals opportunities to ask questions, and helps to open the door for employees to provide feedback.

    Create Opportunities for Two-way Feedback

    Communication about upcoming change shouldn’t be one-sided. Two-way feedback that provides individuals with a forum for expressing their concerns gives you the opportunity to add clarity and resolve confusion. It can also help to reduce individuals’ anxiety or fears about change as they learn how their role in the change management efforts will look.

    Often, when individuals have a chance to discuss upcoming changes with other members of the team, they begin to see they’re not alone and that their fellow teammates can be a source of support for them. Two-way feedback opportunities, such as in-person or virtual brainstorming sessions, team off-sites, and other group sessions, allow individuals to discuss and resolve shared concerns or areas of confusion. The more people participate in dialogue about the changes that affect them, the more they become personally invested and likely to embrace the changes.

    Determine Training Needs

    Sometimes, changes are complex and sizeable enough that it’s clear the team doesn’t have the knowledge or skill set to deal with them. In this case, a valuable way to prepare your team for organizational change is to determine what kind of training will help them better cope with change and approach it successfully. Whether it’s leadership development that helps individuals more effectively manage themselves or others or skills development training in the areas of communication skills, teamwork, or time management, you can pinpoint training opportunities that will help individuals more effectively approach change before it happens.

    Designate Change Champions

    Like many things in the organization, preparing for change is a team effort. Instead of assuming that executive or team leaders are the only ones who can help prepare the team for organizational change, it can be helpful to identify others on the team who can help to drive and champion change. Instead of going it alone, look for those who are excited about the change and embrace the ideal behaviors and actions you want to see in everyone else. These people can then be peer leaders who lead by example and set the tone for embracing change.

    In many ways, preparing for organizational change can be just as challenging as dealing with the change itself. With some thoughtful actions that introduce a vision for change and support individuals along the way, it is possible to reduce resistance or confusion about upcoming change. Sometimes people aren’t resistant to change at all; they just need a path and some patience to prepare for it.

    स्रोत : www.eaglesflight.com

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