9-2 MODELS OF ORGANIZATIONAL CHANGE

This post has some real meaning for me right now, as a family we are facing some decisions about some organizational changes being made with my wife's employer, the decision to relocate across the country or to change employers witch would also bring a move much more local of course. Throughout these stressful times I have learnt some things about change when it comes to an organization and some of the ways I would like the change to be presented and how the process takes place. Three essential steps I would take to manage change in an organization would be.

1. Present and receive feedback about the change before any hard decisions are made.
2. Be up-front and honest about the change.
3. Ensure there is a clear process to implement the change.

Present and receive feedback about the change before any hard decisions are made.

I believe this is the most important step and should be the first to happen, I think way to often  decisions are made by one or a group of people without all of the people and the effect on them in mind, these decisions effect both personal and professional lives. If a change is made at the top without asking or receiving feedback there might be unforeseen hurdles or cost that were not identified. Front line workers are often the ones effected by change they are also the ones that have direct contact with customers and could relay concerns customers might have with the purposed change. With out that feedback it might be too late once problems are identified.

Be up-front and honest about the change.

If a problem is identified with and organizational process and the decision for change has been made, after getting feedback of course, be up front about and honest about the change that is taking place. Being clear about what is changing, and why, and who is effected will go along way to ease some of the anxiety felt by employees. If only partial information is presented or held back it will only increase the fear of change and lead to incorrect information being shared among staff.

Ensure there is a clear process to implement the change.

Nothing is worse than deciding on a change in the organization and then fumbling through it for months or years, a clear process must be in place to implement the change. This may take some time to identify the right steps to ensure the change will be successful but there is no point rushing into something and dooming it for failure. A clear process will also help the organization track the progress and allow for targets to be identified, and therefore giving the organization the true picture of weather or not the change will be successful.