How to Manage Change |
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| By Sam Raimi | ||||
| Change in the business world is inevitable. Recent
happenings on the global economic scene have driven the
lesson on the inevitability of change in some rather harsh
methods. Companies have had to effect numerous changes in
response to external pressures. The point to be made is that
at some point in the life of a business, some change will
have to be effected. While change is inevitable, it needs to not be the cause for alarm, anxiety and apprehension for those affected. This is because change is not necessarily a bad thing. On the contrary, change is sometimes really important and helps improve things. Yet people are never willing to embrace change because to them it might mean a disruption of the system they are already used to. In appreciation of the inevitability of change, companies invest in ways to prepare their employees for change. When employees are prepared for change, they welcome it without reservations and fear. One of the reasons given for failure of change programs is the emotional effect it has on employees. Faced with change, most employees’ morale plummets and this has a direct bearing on the employees’ productivity. Where the change is imposed it negatively affects employee job satisfaction. That is why it is important to study the possible consequences of any change. To help the business weather the change, the company should re-assure employees of their positions and explain why change is necessary. People are afraid of change because they realize that change might mean an end to the routine they are already used to. This desire for consistency does not, however, mean that employees should retain a fixation on the old way of doing things. To help employees embrace change, a company should invest in change management training. This could involve the development of a program that prepares people for change in advance. This way, the morale of the employees is kept high. Change management training can only achieve its desired objectives if it involves all those who will be affected by the change. This calls for seeking the input of both management and staff at lower levels. When junior members of staff are involved in change management, they feel supported and would do anything to make the change a success. |
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| Article Source: http://prenet.co.za | ||||
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