Change Mangement

Why do I need to manage change with a small workforce?

If your business goes through any type of change large or small, you rely on your employees to help make happen.  Through Change Management techniques, you can secure their buy in and support to work with you to make the change a success. Change Management is recommended for:

  • Changes to business process design
  • Upgrades or changes to technology
  • Restructuring business or workforce
  • Expanding or downsizing
  • New business model
  • Change in job design
  • Changes to marketing campaigns
  • Supplier process changes
  • Customer policy changes

Why should we bring in a Change Agent instead of doing it ourselves?

We have experience in leading business change and offer guidance and advice to moderate the change process.  As a third party, our most attractive quality is our objectivity and honest feedback.  We bring different experiences and perspectives from our past projects as we are not tied to tradition and won’t be swayed by the status quo.

If Change Management is not done correctly, the outcome can go from being a mere inconvenience to a full-fledged disaster. This could lead to inefficiencies, duplications, and lost business opportunities and revenues.

What is our approach?

A well planned and well communicated change process will mitigate uncertainty with employees while they worry about how the change will affect their jobs.  When the employees understand the change it avoids the negative impact it could have on their productivity.

The approach we follow is:

  • Avoid resistance
  • Engage employees
  • Implement change in stages
  • Be transparent and communicate each step

What is the Payoff?

Here are just some of benefits of investing in a Change Management plan:

  • Plan evaluation
  • Gives you a picture of what the plan will look like, the milestones and deadlines
  • Align with existing processes
  • Keep resources that are working and merge with the new changes where possible
  • Maintenance of daily activities
  • Plan with consideration what resources employees need to continue their day to day tasks with the least amount of interruption as possible.  Plan for the those interruptions so production schedule is maintained and so the interruption is not noticeable to customers
  • Consider employees concerns
  • Deal with any concerns up front before the Change Management process begins and keep the lines of communication flowing between employees and transition team
  • Reduce risk and inefficiency
  • Foster good morale
  • Anticipate any possible challenge and come up with contingency plans
  • Keep costs down
  • Increase ROI
  • Have more opportunities

Having a Change Management plan allows your business to maintain growth and innovation through best practice implementation and development.

Catherine’s Tip: Employees will perform better when they are involved with the transition and if their wants and needs are considered in the plan.