Organizational Change Management

Companies today are regularly confronted with changes. As technologies continue to transform entire industries, companies must modernize and realign their business perspectives, job functions, and even their overall goals to respond to external market and disruptive factors.

As companies realign their workforces to achieve new goals, priorities are addressed and reassigned, with some employees taking on new responsibilities. Given the wide range of changes their employees face, it becomes increasingly important for managers to develop a standardized approach to managing change. This can ensure that all types of transitions go as smoothly as possible. This is where change management comes into play.

What is Organizational Change?

Organizational changes are those that have a significant impact on the organization as a whole. Major changes in personnel, business objectives, service offerings, and operations are considered various forms of organizational change. It is a broad subject area.

Before you can define your change management strategy, it is important to determine the nature of the organizational change.This will help in executing the right change management plan to achieve the best possible results.

Organizational change is a business necessity. Employees leave the company, new employees are hired, new teams and departments are formed. The company grows or introduces new technologies to adapt to changing needs.

The key to successful organizational change lies in how you manage it. It's crucial to inform or involve employees and ensure they understand what the changes mean and their impacts. With effective organizational change management, disruptions to ongoing operations can be avoided or minimized.


5 Ways to ensure successful Organizational Change?

1. Clear vision and goals

It is important to understand the reasons for the change, how it will impact business results, and when it will be considered successful. Articulating and sharing an understandable purpose, vision, and goals helps employees and executives to understand the "why" of the change and is critical to the overall success of implementing a change.

2. Prioritization

It is impossible to change everything at once. Therefore, it is important to prioritize the things you want to tackle first. For example, three new enterprise applications should be introduced one after the other, not all at once.

3. Secure buy-in from your entire organization

It is important to involve all key stakeholders, from management to executives to employees, to minimize a company's resistance to change. This helps employees feel heard, included and valued so that any conflicts can be addressed and quickly resolved early in a change process.
Develop a written communication plan to inform all stakeholders about the change. The plan must address all concerns,including what the new company will look like. Communication must be two-way and allow employees to ask questions and share their concerns.

4. Build a change implementation plan

Successful change implementation requires a detailed plan that systematically highlights critical milestones. For effortless implementation, you need to plan for all these aspects - project scope, integrations, resources, communications, time, costs, procurement, and risks. A practical implementation plan accelerates the pace of change implementation by anticipating and overcoming obstacles and resistance to change.

5. Focus on training & support

Training and on-demand support are critical to empowering change. You can use various change management tools that provide training, create knowledge bases, track progress, etc.

Take control of organizational change with Abexis.
Managing organizational change is a multi-step process.
Abexis helps you scale enterprise-wide change, improve employee engagement and drive adoption.