It is clear to almost all managers that overseeing your company’s change requires change management. It is also common in management to have a less tangible concept of change management, to have an intuitive understanding without being able to convey your comprehension in the words necessary to facilitate strategic development. This article will briefly outline what company change management is, in a way that hopefully gives you a jumping off point for strategic development.
Change is a natural and crucial part of any business. It is unlikely that your business plan will enable the business to generate maximum return on investment and profitability without some tweaks along the way. It’s also unlikely that your business plan will be able to accurately foresee changes in the wider macro-environment that may impact your sales and tactics. Change is hence the mechanism by which your organization improves; it is the alteration of the way you conduct your business in such a way that drives growth and profitability. Introducing change will likely have an impact on various organizational facets, such as processes; organization structure; utilised systems; and job roles. It is common, and quickly becoming the recommended procedure, to instigate change in all facets of your business, as they will all be related.
When this change is occurring, you will need to consider change management and project management. Project management focuses more on the operational side of the change (the precise steps needed in the company to achieve change), and change management is more related to the people that may be impacted by the change. This is important, because all facets of an organization have a technical or automated side, but also an aspect that is heavily dependent on people.
Humans are highly adaptable, but also get accustomed to repetition and their way of working is greatly influenced by their past working experience. Change management prepares and guides employees through corporate change by managing discipline, tools, execution, initiation, emotional reaction and many more human aspects. You may feel like the change you are instigating is small, or that your employees are smart cookies that can adapt to the changing business environment with ease, but if you ignore change management you can decrease the efficiency of your employees and even lead to burnout. Burnout is highly undesirable, as it has extremely damaging effects on your company performance and long-term employee health.
Change management experts inpulse.com isolate that often employees do not emotionally understand the corporate change, and are unclear on the benefits it can bring to the company and therefore themselves. Tracking employee reactions to changes is hence recommended, as resistance to change can be monitored and dealt with in ways that have minimal negative effects on your company’s functioning, efficiency, and profitability.
Change management is a complex and delicate mixture of business and psychology, and if you’re seeking to instigate corporate change, you have made the right first step by attempting to give yourself a deeper understanding of its actual definition. If change is something that is still attractive to you and your company (experts say it definitely should be), it is highly recommended that you undertake some personal research and then potentially get a consultant on board.