What are the steps for managing organizational change?

Organizational change management is basically the function that directs, prepares and guides the professionals of a company, in order to carry out the transformations naturally and ensure that the expected results happen.

The fact is that since the great technological revolution, society and the corporate world have been undergoing constant changes. And in order to remain competitive in this new reality, companies must also evolve. This is how change management work becomes essential.

Study on the current context

It is not possible to make changes, at least not correctly, without knowing the real situation of the business. Therefore, the first step to be taken by management is a study in order to identify the real needs for changes, evaluating external and internal issues.

This work will allow the manager to be more punctual and direct, focusing on the changes that are essential to make the company stronger and more competitive. Nevertheless, it will be possible to identify which changes can be voluntarily developed by employees, increasing the chances of success of the operation.

For that, as a manager, you will need a technological solution that helps with a checklist of the routine of the company's professionals and the processes that must be taken into account for possible changes.

Thus, not only does the analysis become more effective, but the operation itself has the least negative impact on workers' daily lives.

Risk analysis
Every change involves risks, this is a consensus that few people disagree with. Even for this reason that many enterprises fail to invest in innovations and improvements. However, there is no way to grow without effective changes.

For this reason, it is increasingly important and indispensable to plan changes within institutions. And to reduce the chances of setbacks, you need to implement good risk management.

The main objective of this strategy is to minimize the number of failures that can become major problems, as well as their large-scale effects. In general, risks can have two origins:

- Internal (which appear within the project or the company's structure);
- External (from creating new laws to customer behavior).

Here, a checklist can also make a big difference, as you must map potential risks, analyze the likelihood of them happening and create ways to prevent them.

Simple notes or manual work are not enough to guarantee total security in the change processes, so a technological tool is needed.

Process planning

With the diagnosis of the main changes and the study of the risks of the process at hand, the next step is to create an action plan to organize the interventions and put them into practice correctly. These are basic requirements within change management.

The synchrony between the change project and the work performed routinely by employees must be total. They always need to be aware of the importance of following the ideas proposed by the action plan so that the changes happen as naturally as possible.

It is also at this stage that you define the monitoring and measurement systems of the indicators - an online platform can provide all these resources. Just as the coordination between the work of the employees and the ideas of the action plan is something fundamental, the correct monitoring by the manager is also a great differential.

It is necessary to carry out a daily check, both of the numbers, and of the performance of the teams, in order to guarantee the expected results.

Logically, this preparation needs to respect and consider a budget plan. For this, an analysis of the company's situation is imperative, ensuring the availability of capital for the development of action plans. After all, in addition to the risks, changes also require investments.

Motivation and mobilization

Another crucial point that an action plan aimed at organizational changes must consider is the participation, mobilization and motivation of employees. And it's not just about technical issues, but also about emotional intelligence control. After all, sudden changes can impact people in different ways.

To facilitate this process, the participation of the manager is essential, as a leadership voice can be the perfect guide for the teams. In addition, the leader needs to present the action in a positive way, stating the reasons and benefits of organizational changes.

Previous work is interesting, with studies and analyzes on different points of view, ensuring, in fact, that the changes are interesting for everyone. Within the survey presented to employees, there must be answers to key questions:

- Involving who?
- Why will it be done?
- How will it be done?

It is much easier to motivate when you present solutions to the most frequently asked questions of the groups.

For mobilization to keep up with motivation it is important to ensure fluid communication. The creation and opening of direct channels with team leaders or managers does away with any possibility of withdrawals due to alleged defective communications.

Technology, once again, will be critical. With the right solutions it is possible not only to strengthen the interaction between everyone, but also to put the action plan and the results check more clearly. Each time the manager confirms that stages have been completed, everyone involved will be updated.

Another important point in the motivation and mobilization work is the constant use of feedbacks. It is through these dialogues and information that employees approach the manager and understand exactly the types of changes that are necessary.

However, it is imperative that feedbacks happen bilaterally, with employees being able to present their difficulties, ideas and opinions, allowing the manager to help efficiently and on time.

Training for work and changes

As explained, every change involves risks, investments and can impact each person differently. And as much as all of this is measured and great action plans are created, the changes are unlikely to bring the expected results if the company's professionals do not have enough knowledge to adapt to innovations.

After all, the more the company engages its employees in the transition process, the safer and aligned to change it tends to be. But, for that, it is necessary to ensure that they are prepared.

It is no use investing in conventional training and waiting for the difficulties to resolve. Organizational changes require transformations in philosophies. In other words, it is necessary to train and create skills.

You should develop a checklist of the skills and knowledge that will be most important within the process of change and analyze which teams fit these factors. From there, just apply the right training in each group, training professionals with real and valuable skills.

Anyway, these were the main steps that involve organizational change management. Although the intensity and importance of each stage may vary depending on the size of your company, the fundamental idea is presented throughout the text. Finally, it is interesting to emphasize how the participation of an electronic checklist platform makes all the difference so that the transformations are applied and bring the results.

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