Five Strategies for Managing Organizational Change
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Five Strategies for Managing Organizational Change

The birth of a deadly pandemic, COVID-19, has revolutionized the economies in a way one could hardly imagine. E-commerce, digital media, and e-jobs are now normal. Businesses had to undergo a huge transformation to cope with the new demands along with updated constraints. There is a deluge of change. How to manage organizational change is the focus of debate.

This organizational change is a tough call but to manage this change is even harder. The onus of change management lies on the shoulders of HR departments. According to the reports of Gartner, 70-80% of the organizations have undergone significant structural changes since the beginning of this pandemic. Therefore, it is clear that the HR teams must be ready to manage this change all the time. Following five strategies could help you learn how to manage organizational change.

Effective communication and reward mechanisms

The first and foremost thing for managing organizational change is to ensure effective communication. Effective communication binds all organizational employees in a framework. Communication helps the employees know about the nature and volume of change, relevant plans and progressive solutions. This communication results in greater trust leading to the proper change management system. In addition, giving rewards to employees and departments for proactive responses could further empower this change process.

Ensure training of HR team about change management

Change management requires a complete array of new skill sets. Without training, it is hard to manage organizational change. Therefore, it is imperative to train the HR team on change management. Because organizations keep on evolving, so the HR team must be nicely equipped with these skills. Change Managers could be employed at interdepartmental levels.

Introduce certification programs for change management training

For taking the organizational change management to next level, it is pertinent for businesses to introduce the relevant certification programs. The company could consider it at the time of recruitment, or during the tenure of training. Even if an organization feels it costly or tough to manage the certification program by itself, it can hire third-party services for the same reason. Outsourcing is a better choice!

Allow the employees to fail but not to mismanage

Change or reforms never mean that they will always be successful. Companies make bad decisions sometimes, learn from it and adopt new solutions. Therefore, during organizational change management, if employees fail to adopt or follow the change objectives, it is acceptable to some extent. However, do not let this failure be a precedent for mismanagement. Failure is acceptable but mismanagement is risky. Failure lets you learn, but mismanagement only increases the time and financial cost.

Focus on technological adeptness

Technology is the keyword of today’s organizational change requirements. So focus on encouraging digital adeptness in your employees. How to manage organizational change is not a question; rather, it is the agenda of coordinated activities across the spectrum of an organization.

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