In business, change happens quickly. When the economic climate is good, companies tend to thrive and look for new ways to gain market share. In tougher economic times, companies are forced to take a look at new ways of doing things in order to stay competitive.
New technology, company mergers, changing economies, competitor acquisitions and reorganizations are just a few of the changes businesses must prepare and adjust for on a frequent basis. A survey sponsored by Citigroup in 2012 showed 53% of 750 small businesses havereinvented their business in the past two years. Most CEO’s reported they have changed their products of service offerings, updated their technology and staffing or beefed up sales and marketing.
Sometime change occurs before companies can properly prepare for it. This issue, combined with the fact that some employees resist change – and even fear it – can be problematic for companies. With change comes uncertainty, the fear of the unknown and usually a littledisorganization. Yet, there are ways to make change and transitions more seamless. It takes a little planning, working as a team and rewards for a job well done at the end.
Let’s take a look at some steps businesses can take to manage change:
1. Plan Your Message
As a business manager or executive, planning for the change is the hardest part. Remember that all eyes will be on you as the ‘leader’ of the organization. If you systematically plan, embrace the change and deliver a supporting Look at all the moving pieces and decide how to move forward. When will you notify employees? How will you tell them? What will operations look like? How much will the change cost?
2. Work as a Team
Executive teams that work together are best positioned for success. Make sure all business stakeholders are involved and understand the need for the change. Make them Change Leaders and give them ownership and responsibility for the process. Involve managers at every level, requesting input and tactical advice for rolling out the new plan.
3. Deliver the Message
For smaller businesses in particular, the workplace is like a second family. In families, as in work, no one likes to be the last to know. Keep employees informed at all stages of the transition: from initial announcement and at regular intervals along the way. People react to what they hear and see, so if the message is positive, about future growth, job security and perhaps even promotions and raises, the message and the reaction will stay positive.
4. Manage Expectations and Resistance
Be prepared for lots of questions. Employees will immediately drill down to any announcement times. Employees fear change largely because of the uncertainty that comes along with it. A good business practice would be to plan ahead for organizational changes and establish a plan to effectively manage the changes to come. Consider multiple ways of communicating with employees: e-mail blasts, software system messages, team meetings and even texts. Whatever has to be done to get the message out and gain acceptance.
Remember, change is about opportunity and growth. Letting go of the old ways of doing things and embracing new concepts is part of the business life cycle. With the right planning, change can go smoothly. The upside is, once you’ve gotten accustomed to change, it won’t seem as daunting.