Change, that word is not very well liked by many people. Especially when you say organizational change. Is it going to affect their normal routine at work. Most people in the workplace fall into a routine mindset at their job. They know how to do it and they know what is expected of them. Any deviation from this day in, day out mindset will more than likely be met with some opposition.
Organizational Change Management Definition
Organizational change management is defined as a framework for managing the effect of new business processes, changes in organizational structure, or cultural changes within an enterprise. How an organization handles this is key to its success.
Keys To Success
The biggest part of a successful change in an organization is communication. What may seem to be a small change to one person, may mean a big change to another. More often than not, changes are passed down from the top and by the time they make it down to the bottom level, all communication is lost. All too many times employees feel like they have change pushed upon them with little to no prior communication.The employees will all too often feel like just a number. Organizations must ensure that changes are thoroughly explained to the parties it will be affecting. This shows the employees that they are cared for and it will also help the change be much more affective in the long run.
My challenge to you is to review how your company handles change and how it communicates this change to its employees. Put yourself in the role of others and ask yourself three questions:
- Do I understand why this change is needed?
- What does this change mean for me?
- How can I help support this change?
If not, then maybe you need to change your change management plan.
What comes to mind when you think about onboarding? Confusion, time consuming, a lack of productivity? This can one of the most stressful, tedious tasks for a company and/or employee to complete. I have worked with several companies that suffer from outdated onboarding procedures. This causes a delay in getting a resource up and running in their new position. This can cause frustration on the employee’s behalf as they can feel unproductive and dissociated from the company. The company also feels this pain as they are losing team productivity and the money that they are paying the resource to sit there and do little to nothing.
A study of 264 new employees published in the Academy of Management Journal found that the first 90 days of employment is crucial in building rapport with the company, management, and coworkers.
The definition of onboarding is the process by which new hires get adjusted to the social and performance aspects of their jobs quickly and smoothly. During this process, the new hires must also learn the attitudes, knowledge, skills, and behaviors required to function effectively within an organization.
The challenge is to step back and look at your current onboarding procedures and evaluate them. Are they effectively getting your new hires producing the day that they start?
“But we’ve always done it that way!”
How many times have we heard that phrase spoken in an organization before? You see a policy and/or procedure and know that it can be done in a much more efficient manner, yet when you suggest a different way, all you get is pushback and are met with the above referenced phrase. It seems like people like to do things the way they’ve always done it. Change, is a lot of times, met with opposition and resentment. Some see change as a threat, as if the company is not happy with them and the way they are performing; however, change can be a good thing. It can provide a fresh new way to accomplish a singular task or change the way an entire job position is performed.
The business world is ever changing and businesses need to be able change along with it. Businesses should strive to create a type of environment within their organization that is 1) able to change, and 2) adapt to that change as smoothly as possible. The marketplace, no matter what market you are dealing with, have customers in it that have ever changing needs and/or wants. Businesses need to be able to change as the climate changes because there will always be a competitor out there that will gladly change in order to gain at edge over another organization.
My question to you is this, are you falling into or have you already fallen into that mindset of “we’ve always done it this way?” I challenge you to take a look at your current policies/procedures and review them to see where they could be updated/streamlined to better serve your organization.