Change is scary, anyone that tells you otherwise has never been through change. Change is also exciting, should encourage growth, and hope. Many people experience change in the role of an observer, feeling lost and without input, despite the change potentially affecting how, where, and when they work.
Effective Organizational Change is not about making sure you send 50 emails on every change that is to occur, it is not about having twice daily calls to find out what is not working, and ideally should not be supervisory driven.
Our experience has shown the most effective Organizational Changes still have email communications, meetings, and supervisors – in addition to these things organizational change has to have Ground Level (or Grass Roots) buy-in. This doesn’t mean that Bob in shipping decides on the new payroll process that Human Resources is going to use, however Bob might need to be one of the change champions that sees the reason and validity for this change. Without involving Bob in the change that directly affects his pay-stub you are leaving a gap, which may result in decreased performance and animosity towards the change. If you were Bob would you feel better if you were involved earlier as a part of the process?
If you think we might be able to assist in your upcoming changes (large or small) please Contact Us to arrange a meeting and discuss your options.