Managing Employees During Organisational Change

We change due to a mix of eternal and internal factors. Movement in the economy, social advance and market forces may result in a reduction to headcount in certain parts of the business. Some advances may result in the business using communication channels differently to connect with stakeholders, rendering traditional methods obsolete. Internal moves, resignations and retirements might provide organisations an opportunity to review current ways of working and pave the way for improvements.

Involve employees

Ensure you communicate a change positively and seek employees to engage and offer suggestions to help with the smooth transition. Action the great ideas and acknowledge the ones that you don’t see as helpful. Remember, don’t mock ideas or you may find the good ones stop coming. Be positive and be grateful that your employees care enough to share their views.

Deal with the problem employees

Some will refuse to engage in any change, despite your best efforts to sell the vision and champion it as a great move for the business. Make the decision as to whether this is the right employee for the organisation. Changes in the organisation mean you are on a journey where you want those on the bus to all be going in the same direction. It is not your fault that some won’t want to come. Use the legal tools available to you, use the appraisal process, use the performance management process and if all else fails, consider a protected or without prejudice conversation.

Support employees

If the change you have made has meant some employees have more work or more responsibility don’t set them up to fail or assume they will be fine. Give them all the training and support they need. Consider using external providers and look at who internally can help them. Don’t forget the ones who didn’t get more work or more responsibility as well, they may still need support as the organisation experiences changes, which may mean their old colleague is now their new boss.

Change isn’t easy

Even the slightest changes can seem daunting to some employees, so huge ones can appear catastrophic. Be sympathetic, but be a leader – involve, support, listen and action.

Source: http://www.hrinsight.co.uk/media-and-resources/managing-employees-during-organisational-change/