How to make organisational change a succes?
A chairman of the Board of Directors immediately wants to have a plan on the table to turn around disappointing results. Under pressure, managers begin to draw up a change plan and implement it immediately. How do you make such an organisational change successful?
After all, 70% of the organisational changes will not lead to the desired result. When trying to implement change in a rushed manner as described in the scenario above, this percentage will be even higher. The employees have had enough of it, the message doesn’t get across clearly and the different ways of working don’t integrate with each other. This scares off customers and makes your excellent employees look to use their talents elsewhere.
Start at the beginning
The success of change starts from the very beginning.
“If you are in a hurry, sit down.” Chinese proverb
First of all, consider the starting position of your company. Make an analysis of where your organization currently stands and where you want to go. Involve all stakeholders, including employees, customers and suppliers. The result of that analysis is an excellent starting point for change: you know the strengths and bottlenecks of your organisation and you know which approach for change will be most successful. This allows you to create a reliable change plan. Only then will you be ready for the next step: implementing the desired changes.
Organisation of change
When implementing a change, pay attention to three important areas within your organisation:
- Hierarchy – Introduce the improvements along with your top hierarchy. For this we use the GROW approach. Provide coaching for managers and employees. Start improvement projects together on the basis of the previously established objectives and core values.
- HRM – An important role is reserved for the HRM department, which looks at the behaviour in the organisation. This is reflected in the employees, their development, remuneration and recruitment & selection. HRM plays an important role in guiding employees in the change.
- Communication – Make sure that the internal and external communication about the change are well connected. Show the successes of the change to make and keep employees enthusiastic. This includes the need for change, any new core values and all the consequences for employees. That way you get everybody on the same page.
Own the result
When implementing change, you will quickly be inclined to use a large external agency for the implementation. Apart from the substantial costs, the employees see the outcome of the change as a party of the external agency; not invented here. With the People Change Scan and its associated approach, managers and employees keep a tight grip on their organisation during change. Together, you monitor the progress. During the change, employees themselves can implement improvements for an even more effective or even more customer-focused organisation. And if there is a need for help from a third party, the blueprint for the desired change will be ready to be applied. You are free to choose an implementation partner. Moreover, you can manage this person better and the change remains within the organisation itself.
For customers who follow this approach, we notice that the participants show more proactive behaviour, better cooperation and more communication with each other. This will enable them to function more successfully together. They also improve their change skills, enabling them to solve more complex organisational and customer questions. Our customers experience that the People Change Scan results in a positive long-term return.
“The People Change scan and improvement programme has resulted in much more commitment, openness and creativity. The shop floor is now managed by the employees. They take steps and risks independently”.
The collaborative and customer-focused organizational improvements become a recognisable part of your organization with a sustainable positive result.
Preparation is the key to success
Do you want to know how your company, team and individual employees are performing before you implement the change? Contact us now for a free consultation.