"There is nothing wrong with change, if it is in the right direction”
Winston Churchill
Change Management involves implementing individual and/or organizational change while reducing turnover, accelerating the implementation, reducing productivity loss, reducing employee resistance and ensuring change is flowing smoothly in the right direction. The article reading highlighted two perspectives on change management: the managers' perspective and the employee's perspective.
The managers’ perspective on change is results oriented.
When can the change be completed?
How much improvement will be realized?
How will this change impact our financial performance?
What is the required investment?
How will this change impact our customers?
"I need results"
Employee perspective:
Lack the broader context or knowledge base of why the change is being made.
They also do not share the same accountability as managers.
"What will this change mean to me?"
Change management is a way to manage the possible risk of employees resisting the change, valued personnel leaving the organization, delaying critical projects, declining productivity and making customer or clients feel negative impacts of the change.
The best way to get the most value from change management is to address it at the beginning not after the organizational changes have already started. It will be the most effective way to implement a business change and have both managers and employees work together successfully.
The goal of change management is to implement these business changes quickly to:
minimize the impact on productivity
avoid unnecessary turnover or loss of valued employees
eliminate any adverse impact on your customers
achieve the desired business outcomes as soon as possible
http://www.change-management.com/change-management-overview.htm
Additional resources:
http://http//www.tech-faq.com/change-management.html
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