Change management process entails a sequence of activities undertaken to prepare the organization and its employees for certain changes pertaining to the development of new capability, processes, and procedures. The process for change management is an important and elaborate one and includes the following activities for organizational development:
- Sense of Urgency Driven by Crisis: At the heart is identifying the current problems that desire a change in the organization. In the current context the need of an in house team for better understanding of organizational requirements and coordination with the outside agency has been felt. The crisis has to be validated by means of discussions with the people in the organization.
- Change Management Team: Once the need has been evaluated, next step is to create a team that would lead the change. Every member of this team should be empowered in terms of training, authority and teamwork in order to drive the change through the organization. This team would have the responsibility and accountability towards the change and would be in constant communication with all the stakeholders involved in the change.
- Vision and Strategy: With the team in place, the organization needs to work out the vision for the change and also the strategic steps for implementation. This helps the employees and other stakeholders in clearly understanding the need for change and also in implementing the change.
- Communication: One of the most important activities of the change management process, communicating about the change to the various stakeholders within the organization is a winner. There are various means and vehicles that could be used for the same depending upon the type and nature of change.
- Empower Action: Once the change is communicated, it is important that various obstacles in the path of change be eliminated or tackled effectively and that the non-traditional ideas of the change team are appreciated by means of constructive feedback. It is important to identify the various barriers to change early to avoid delays.
- Target Short Term Winners: In order to implement a change it is important that various short term goals and associated measurement metrics are identified. The achievement of these short term targets are termed as ‘win’ for the change process and rewarding the same in front of the stakeholders creates positive energy and enthusiasm for hard work.
- Driver Further Change: As a review mechanism, new recruits to the change team have to be made for people who can actually drive the change and maintain the team balance. It is all about nurturing talent for determination and persistence towards achievement of future goals.
- Anchor Change: Once the change is implemented it is important to ensure that the change sticks into the organizational culture. This can be done by means of creating and promoting new leaders and adding objective of performance for the new change.
The 8 step process can be clubbed into three major phases of Preparing for Change (Preparation, Assessment and Strategy Development), Managing Change (Strategic Planning and Implementation), and Reinforcing Change (Data Gathering, Corrective Action and Recognition). The essence of this entire change mechanism is to ensure that the organizational performance is enhanced as a resultant of the change and that is possible only if the balance is maintained.
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