Managing Change - Get it RightLearn Management Articles on management-info.biz. Managing Change - Get it Right article will help answer your questions on Management Articles.We at management-info.biz specialize in Management Articles. Management Articles at management-info.biz provides the most up to date news and articles. If you have questions please do not hesitate to contact us.
In any event, getting the process right is a vital component. The credibility of the change managers will be scrutinised closely enough on the issue itself, with all processes in place. If process is at fault too, then things can get very messy indeed. Legalities Legalities of how you are dealing with people issues must be resolved first with a clear understanding of HR technicalities, which requires the right level of expertise. Within this are elements of fairness, consistency and honesty. Although subsets of the well-researched HR framework, they save a lot of time, energy and emotion if considered in advance and protocols carefully positioned. Timescales Appropriate timescales in changing people issues will need to be carefully dealt with as part of the HR overview, but it can be easy to slip. A good way to work is using a simple project management process for the whole event, working for as far back as week –12 to week +12 and setting this into a spreadsheet or a Gantt Chart. Check and Check Again This will give everyone a clear view of how the process will work and what needs to be done when. Time taken in this planning stage cannot be overdone and the change management team will need to work in a focused way, to deliver a credible plan. Double-check that everything has been thought of, because it probably still won’t have been. Co-ordination If multi-site, this all needs to be co-ordinated on a macro level with each site working to the same plan. Purpose The point of delivering a coherent and researched plan is not simply for the protection of the organisation. It is much more efficient and enables the organisation to recover more quickly after significant change has happened. Individuals, too, are protected technically and it is possible to have as good as and even better relationships with the individuals concerned, when they are dealt with fairly and openly. Managing change to involve your people and treat them as well as possible is a doable process. It is the role of management to manage and get it right first time - it's what they are paid for. Then successful outcomes will result and the organisation can move on from a potentially challenging time.
|
More Articles:1. Think it Over By George Ebert You can’t solve a problem with the same thinking that created it. Albert Einstein Every decision is a deliberate act. It’s the result of a well rehearsed pattern. Using this pattern, we often gather data, analyze it and draw conclusions without much conscious effort. We do it because it works. And it works because our life experience has refined the technique that brings us the best results -- most of the time. These patterns of decision making are usually helpful. After all, if we had to… 2. Retain Your Best People By Dorene Lehavi Many managers and team leaders ask me how to deal with employees in a way that will maximize their potential, create loyalty and respect, and cut down on high turnover and destructive behavior in the workplace. The single most common reason people stay or leave an organization is based on the relationship they have with their direct supervisor. Therefore, the key is to show a keen personal interest in each person. Recognize everyone's uniqueness and find ways to allow that uniqueness to be exp… 3. Getting the most from appraisals - from both sides Does your organisation have one of those annual ‘occasions’ that few look forward to: the annual appraisal or performance review? How do you look forward to it? I wonder how people talk about it before and after? Are appraisals worth doing? If done properly – yes. If done poorly – no!!!Why have appraisals? When carried out properly they can achieve a number of benefits for all parties. The organisation, the manager and the appraisee can: establish current levels of performance, and the organisat… 4. Make Your Meetings More Productive - Move the Chairs By Graham Jones When you organise a meeting do you consider the room layout or do you just put chairs out the way you always do? Often, meetings are held in rooms where no consideration is given to layout – the tables and chairs were set out that way and so that’s the way the meetings are held!However, room layout has a powerful psychological influence on the progress of the meeting. It also helps contribute to the success of meetings.New psychological research reveals some of the important factors behind roo… |
||||
