The process of implementing change in an organization lies in bringing changes in people's actual behaviour and in the values, beliefs and attitudes that underlie this behaviour. The following are some of the most commonly used implementation techniques:
1. Direct communication involving, where feasible, the entire workforce, but in groups of manageable size at a time so as to facilitate exchange of viewpoints and provide opportunities for feedback.
2. Role Modelling: Leadership comes in, as top management sets an example by behaving in ways that are consistent with the standards and behaviours that the new organization seeks to reinforce.
3. Written Communication: A whole arsenal of newsletters, posters, stickers, badges etc, all carrying the messages associated with organization change, help to reinforce motivation to change.
4. Appropriate human resources policies that support the desired changes including revised performance criteria and methods of performance appraisal, revised renumeration systems.
5. Investment in Training: Training not to impart skills but also to influence attitudes and values.
Implementing Change Management means the actual business of redrawing organization charts, rewriting job descriptions, drawing up a new incentive scheme is a relatively small, albeit vital, part of the process
Sunday, July 5, 2009
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