Literally all organizational changes do not require presence during the change management procedure. It is brought into action due to the maturing of powerful resistance, even sabotage, which can cover the entire team. People do not always accept changes. We work as we are accustomed to, and are not ready to imagine that everything can be different. Let us give examples of organizational changes, the implementation of which may require intervention in the management process:
unknown people in the leadership structures;
implementation of new technologies;
a different approach to work culture and value system;
change of corporate rules;
merger or acquisition.
Having a clear understanding tunisia email list of how and when changes will occur in a company is the most important factor in the process of managing them.
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Principles of change management
Managing changes in an organization is a difficult and multifaceted process. Mistakes are unacceptable, they can hurt both the company and its staff. When implementing changes in the consciousness of employees, there must be firm confidence that they will definitely lead to improved performance and increased efficiency. To achieve such confidence, it is necessary to follow the principles of implementing innovations.
Principles of change management
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The change management process includes the following basic principles:
Clearly define the goals. Changes at the individual level must be strictly coordinated with the goals of organizational changes. In case of their inconsistency, such innovations will not be personally supported, since the employee is their basic level.
Clearly understand the current state of affairs . We have already noted the thesis of the relationship between change management at the personal level and organizational innovations. In order to carry out transformations in work, it is necessary to know how it is conducted, in what way and why these methods were chosen.
Change planning is a must . Without a detailed, clear project, change management efficiency cannot be achieved. The plan and its ongoing analysis will help identify the strengths of transformations, analyze the difficulties and options for implementing organizational changes, and notice possible blunders in time.
Informing the team . In case of incomplete, insufficient training of the personnel, change management cannot occur. The team must have information about why the changes are being carried out, what the final result will be. Employees can express a negative attitude to transformations, and this is a normal reaction. Competent management of personal changes, the ability to answer an uncomfortable question lead to adaptation, reduce stress and resistance factors.
The company's employees should be maximally involved in studying the problems. This will help to understand the value of upcoming innovations and accept them.