Five practical tips to make a change a success
Is is it also necessary for your organization to continue to align the business goals and the organization with the ever-changing world? Do you often hear in the corridors that “the umpteenth change” is coming again and are you already feeling the resistance? Do not all employees always agree with the proposed change and could this lead to delay or termination of the project? Various factors are essential for a change to succeed and to achieve sustainable results.
Communicate the end goal, specifically address the “why” and secure a shared vision
It is important to touch the employees and to clearly put forward “why” a change is important. For the motivation of employees, it is important that you not only discuss “what they should do differently now”, but also indicate what the positive effect is and why this is good.
Ensure broad support at all levels in the organisation
In addition to intrinsically motivating the employees to get them into “cooperation mode” for the change, it is also important to have sufficient support in the organization. There must be sufficient support at all levels in the organization. From top management to line managers and the group of employees who will work with the change. At least half of the top management is needed to maintain/make the change happen.
Empower the employees who will work with the change from the start
Besides the fact that there must be support for the change, continuity after implementation must also be guaranteed. Employees who have to work with the change can be empowered by being appointed as leaders. Creating ownership among these employees is essential to guarantee sustainable results.
Recognize resistance and deal with it in an appropriate and effective way
Whatever you do as an organization, you will often still have to deal with resistance. This resistance often comes from specific employees, each with his or her personal characteristics. There are people with big egos, people with a lot of mistrust who are skeptical about change and people who are indifferent to the change. A personalized approach is needed for each of these individuals.
Create an environment with a dynamic change approach
Setting up a change and implementing it in defined phases is no longer of this time. The “waterfall method” is a thing of the past and “agile working” is already part of the culture in many organizations. In order to be able to withstand (external) developments as an organization during a change, a dynamic change approach is recommended.
Would you like to know more about successfully implementing a change? Download the full article now where you will receive practical tips and handles. Interested in how you can implement a change? Please contact Sander van der Laan, managing consultant at Supply Value: email@example.com, +316 81 31 85 13