The advancements in technology, the demographic alterations as well as an adoption of new lifestyles among the consumers necessitate a change in every organization. The failure to align the organizational policies to the new trends in the world makes it difficult to compete effectively with other companies. Since organizational change is inevitable, it requires the organization to apply the most suitable strategies that will help in effecting the change and at the same time maintain the continuity of the team at the same level of its operation. The employees are also considered a great asset to the company and, therefore, the employer should defend their interests so that they do not quit and join the competitors. It is important to ensure that the authority efficiently disseminates the latest news to the employees since grapevines can at times distort the information. The purpose of communication is to convey matters about organizational change, and, hence, it should spread through the channel that reaches all employees. This work aims to discuss the strategies useful in organizational change and the effective internal communication required in the process of this change.
The difference between a successful and failed change is related to the management plan that aims to effect the change. In attempts to make any modification in the organization, the most critical aspect to consider is the attitude of the employees. It concerns the respond of the staff to the change that will determine whether it is favorable or not. For an organization to make a smooth transition, it should consider the following six factors.
This constitutes the first step of the change and gives the guideline for evaluating its viability and determining its impact on the organization. The change should aim to improve the team’s performance and, thus, the management should implement such transition in line with the group’s objective. The necessity for the modification is another aspect that carries much weight. The location of operation and the customer targeting is what should determine the nature of change that the organization requires. Moreover, it is not necessary to introduce any modifications only because rivals are trying to alter their underlying framework. Therefore, the change should seek to improve clients satisfaction with the service and increase the profitability of the organization.
Another factor to consider is the impact of the change on all the stakeholders. The governing body should determine how every stakeholder will perceive the companys transition. The analysis also has to identify the parties and the specific business units that the change will affect the most. This study will help to put in place mitigation measures, such as the education of the employees who may lack the skills that would be essential during the transitional period. It will also help in the identification of the employees perception of the modification and enable the management to distinguish the most affected departments since some agencies are more sensitive to the changes than others.
While the organization is introducing a particular change, not all units contribute to the achievement of this objective and, therefore, there is a greater need to establish an effective way of communicating the intended switch to the concerned agencies and employees. This should involve determining the timeframe for the implementation of the change. The strategy should include the consideration of the employees feedback regarding the perception of the new policies. Moreover, the governing body should incorporate the training of the in the technical changes.
Change comes with new ways of doing things, and this means that there is a greater need to ensure employees have relevant skills that will enable them to effect the change. These training can be formal or informal depending on the nature of work the organization deals with and the kind of the change it is planning to implement. It is the matter of proper training that the employees will be in a position to operate efficiently once the organization initiates the change.
Provision of a support system is essential to help the employees practically and emotionally adjust and achieve technical skills as well as behaviors proficiency in effecting the change in a manner that increases the chances of achieving the organization’s goals. In those situations that result in redundancies, the agency may consider offering the counseling services to employees. Also, an open door system for mentorship would be crucial since the staff will have to ask questions arising from the new duties.
Once the change is effected, there is a need to implement a follow-up concerning its impacts and determine its productivity. This will help in the reinforcement of the change towards the organizations goals, which can facilitate the development of proficiency (Fionnuala, 2016).It should also give an analysis of the viability of the modification. In case it is unsuccessful, then the management should evaluate the process of implementing the change and define the flaws in the strategies.
The organizational management is facing difficulties in communicating changes to the employees, and this has been a setback for the successful implementation of the new policies. The change involves the general restructuring of the organization and development of effective communication system throughout all departments. Some of the issues that the management should address include the following.
The communication should resolve the problems that the employees face during the transitional period. It should give details of the change and motivate them to embrace it. The effective dissemination of the information means that everyone in the organization understands the change. Moreover, knowing its benefits to the company, they should be aware how it is going to affect them individually.
Information that depicts trust results in a positive attitude, high level of performance as well as cooperation between the management and the employees. Confidence, in this case, is a purpose of policies and process that seeks to establish the amicable relationship between the management and staff. This can be attainable through communication of clear, appropriate, open, and timely information.
Employees need to feel being a part of the decision making, which means that their contribution is necessary. Therefore, the involvement of the employees in the communication process is crucial since it enables them to make a long-term commitment. The relationship will entail giving the employees an opportunity to voice their concerns as well as asking questions for clarification.
Communication should not only concentrate on the results but also acknowledge the motive for the change and particular restructuring. This will help ensure the employees that they will not lose their jobs, but the only requirement is to undergo training of how to manage the change. Additionally, it is sufficient clarity in the communication that will help to lower uncertainties and enable employees to become fully committed to the change.
I agree with all the aspects of the change discussed in this work since they all enhance the productivity and increase the profitability of the organization. Additionally, the change is supposed to cater for all the stakeholders needs, and, thus good strategies are necessary to make the transition smooth transition. There is also a need for clarification of change and determination of training upon realization of the impact the change would be likely to cause. While undertaking the reorganization, it is true that communication ought to be effective so as to uphold trust and reduce the uncertainties among the employees. Moreover, communication minimizes the concerns of employees.
In summary, the change is inevitable in any organization and, thus, it should have proper preparation to ensure that the modification positively impacts both the employees and the organization. Therefore, the strategies put in place to effect the change have to be mainstreamed by the organizations goals and aim to improve its productivity. Furthermore, the employees should receive an incentive to help in the actualization of change through proper training and implementation structures. Communication is a very important tool for effective change, because it clearly and impartially conveys the companys objectives as to create trust among employees and thus encourage their commitment.