Don't let your organisational changes become a disaster!

Change is something we all encounter at various times in our working careers. Sometimes we are the drivers of change and other times we need to adapt to the changes put upon us.

Changes may be small like taking on new systems or smarter working practises or more substantial like company restructures or changing office locations. No matter the size of your change, it is important to be prepared to ensure minimal disruption to the staff and daily operation of the business and most importantly to make sure the change itself is successful.    
 
To simplify the process, consider allocating a project manager for different tasks. Too many cooks will spoil the broth so by appointing project managers, communication will flow more freely and each task will not seem so overwhelming when the responsibility is shared. These don't have to be your current managers or supervisors either. By giving this responsibility to someone else, you may end up discovering hidden talents within your existing team.
 
Another thing to consider is how people handle change - this will also vary from one person to the next.  The process of dealing with change is largely an emotional one and facilitating the change needs to be adapted accordingly to different personalities, to ensure the changes work effectively.  These personalities can be grouped into 3 main categories.
 
Firstly you have your 'Early Adopters'. Those that thrive on change. They will embrace the new ways and carry on as though nothing has happened at all. These people are your friends and can usually be relied upon to help others see that things aren't as bad as they may seem. Their continued success will demonstrate this.
 
Secondly you'll have the people who will outright oppose the change. These people believe the old ways are still the best and wonder why things are changing at all. Managing this type of person can be hard but often it is just their fear of the unknown. With some training and support, whether from management or from the early adopters, the 'Opposers' will eventually come around.
 
The third type of person you'll need to manage are the 'Fence Sitters'. These people will embrace the new things that work for them personally and dig in their heels to hang on to the old ways for the things they don't like all that much. Fence sitters are usually quite intelligent and make things work for themselves rather than for the business as a whole. This can be quite damaging to your business when these 'rogue' employee's work for their own agenda, so close monitoring of these staff may be required. Although micro-management is never a good management style in most situations, sometimes to achieve the overall company goals it is necessary to ensure these 'Fence Sitters' finally come around. If anything it will bring them to the crossroads of whether to stay and embrace or leave of their own accord.
 
When preparing for change, try to identify which of your employees will fall into each category.  Ensure you put the Early Adopters with the Opposers to help drive the change.
 
Change is not something we need to fear. It's just something that needs preparation, patience and perseverance to successfully manage. By keeping these thoughts in mind, holding the hands of those who need it and persistently driving the changes through, the overall result will be what you are seeking. A harmonious and successful workforce!

Ben Carnegie
Business Manager
inPlace Recruitment