Posted on Tue, Jun 29, 2010 @ 01:11 PM
Organizations are changing every day in some way or another, however in some organizations it is harder to manage the changes. For instance in some organizations filling cabinets are getting replaced by computers, or the office environment has changed in going from 15 employees to 50 in what seems overnight. So how can we deal with these changes and are their ways to better manage the changes when they happen? Below I constructed a list of changes that might happen in your organization and ways in which might help you better manage the changes.
You come to work and the office filling cabinets filled with public records have been replaced with computers and all you think to yourself is run! Computers and technology are not there to replace your job in the workplace. It is there to make your job more efficient and sustainable. The easiest way to deal with computers is to embrace the technology and try to learn from it. One way would be to take “computers 101 how to use computers” class at your local college or community center or to purchase a book called Computer Forensics for Dummies you won’t regret this easy read.
Work place competition has heated up in most organizations and for some employees can be detrimental. Some of ways to deal with competition in the work place is not to get stressed out and overwhelmed by your new competition. Instead take a break when you feel you are getting anxiety or stressed and get some fresh air. You’re going to need to either embrace the competition or ignore it because it’s not worth getting all worked up about it. My advice would be just performing your job to the best of your ability and keep yourself on track.
You come to work on a Monday morning and a brand new person is sitting beside you ready to start work and you notice your personalities type are completely opposite. Dealing with co-workers and other members of the organization is a must in order to be happy at work and enjoy coming. Some the ways to deal with different personality types is to try and find common ground. Common ground can be anything from your husband’s liking the same golf course or both of you enjoy seafood, or you like going to the movies. My point on this is that common interest gives you something to like about each other which will make your workplace more desirable.
I’m going to finish this article my leaving you with “John P Kotter's eight steps to successful change” by implementing these eight changes you would be surprised how easy change in the workplace can be to deal with:
1. Increase urgency - inspire people to move, make objectives real and relevant.
2. Build the guiding team - get the right people in place with the right emotional commitment, and the right mix of skills and levels.
3. Get the vision right - get the team to establish a simple vision and strategy, focus on emotional and creative aspects necessary to drive service and efficiency.
4. Communicate for buy-in - Involve as many people as possible, communicate the essentials, simply, and to appeal and respond to people's needs. De-clutter communications - make technology work for you rather than against.
5. Empower action - Remove obstacles, enable constructive feedback and lots of support from leaders - reward and recognise progress and achievements.
6. Create short-term wins - Set aims that are easy to achieve - in bite-size chunks. Manageable numbers of initiatives. Finish current stages before starting new ones.
7. Don't let up - Foster and encourage determination and persistence - ongoing change - encourage ongoing progress reporting - highlight achieved and future milestones.
8. Make change stick - Reinforce the value of successful change via recruitment, promotion, new change leaders. Weave change into
Nicky Plato, Marketing Coordinator
Posted on Fri, Sep 04, 2009 @ 12:47 PM
Too much change can throw anyone for a loop. It can also impact performance in a positive manner or a negative manner. Sometimes change is necessary for businesses to achieve the level of success they have always dreamed of. There are some simple steps you can follow to help manage change in your organization.
- Ensure your work environment fosters trust. Be open about the changes that are taken place and the consequences both positive and negative that will take place. Open lines of communication are a must in order for everyone to have a stake in the change.
- Link the change to your corporate culture and ensure that it is in line with your values and strategic direction. This will ensure buy-in from your employees as they will see the benefit to the company.
- Explain to your workforce why this change is necessary and why you must go ahead with the planned change. Ensure you have facts and reasoning behind your reasons and that they are clearly pointed out for your staff.
Encourage employees to give feedback and suggestions regarding the change and how you could make the change more effective.
- The leader for the change must ensure that all employees receive the support they need. Some may require additional training, while you may want to reward other positive behavior. You also may be required to remove those who are a negative influence in your change efforts.
- Be consistent with your change and continually monitor the
change efforts and process to ensure you are on track.
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Mykl Roventine
terren in Virginia's
