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Make Sure Your Change Management Strategy is Set for Success   Featured

Make Sure Your Change Management Strategy is Set for Success    "Upwards arrows"

Change is something that does not excite many people. Yet, we must be embraced if organizations are to keep up with the changing times and marketplace. While many people talk more about the management of change, it is a topic that is easier said than done. It is a process that eludes many organizations. In some instances, failure to manage change has made some companies obsolete and kicked them out of the market altogether. So, how can leaders manage change successfully, considering people are not always excited about it? Here are the best pitfalls you should be careful about when managing change in your organization.

  1. Taking too long to communicate

Communication is a critical aspect of a business. However, many managers often delay with news concerning change with the belief that they are protecting their employees from stress and disruption of the workplace. Sadly, the longer you keep your team in the dark, the more the rumors spread. This will make it difficult for the employees to get the messages you want them to hear regarding change and why it will be good for your organization. The best way to approach this topic would be to bring the employees into the loop by sharing as much information as possible and encouraging them to ask and share their concerns and opinions.

  1. Overwhelming your staff with information

Although communication is crucial in managing change and exemplary leadership in general, you must carefully choose what should be shared with your staff and how much information or details you share. Providing too many details or updates about the change may affect your employees' attention, thus affecting their concentration. Instead, you should only share the information that is most pertinent to your employees. Begin by understanding the basics, such as when the change will begin, why it is necessary, and how it will affect the business.

  1. Failure to focus on the benefits of change

As good as the change is intended to be, even the positive change can still hurt your employees. Therefore, if you don’t explain the benefits of the intended change to your employees throughout the transition process, you will likely struggle to get the support for the intended. Furthermore, failing to explain the benefits of the change will give you a hard time in the post-implementation stage because the employees will be hesitant to accept what they do not understand. Regardless of the type of change, your small business intends to implement, be clear about the potential positive outcomes to your staff.

  1. Lack of communication during the post-implementation stage

When it comes to managing change, the mere fact that you managed to implement it on time does not mean that everyone is with you and is confident about it. In fact, your small businesses may face a rough time in the next few days, weeks, or even months trying to navigate, as employees might take time getting used to the new state of things. During this time, the only remedy should be communication. As a leader, ramp up communication with your staff and ensure that they are part of the change from the word go. Failing to ease change management during this stage through proper communication can be disastrous. As such, always make sure every process is understood during the post-implementation phase. Establish what your staff needs and offer training where necessary to clarify areas that are not clear. You can also engage professionals to give you extra support since change requires the involvement of many players. 

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Scott Koegler

Scott Koegler is Executive Editor for PMG360. He is a technology writer and editor with 20+ years experience delivering high value content to readers and publishers. 

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