Management Of Change: Whats The Big Deal

Management of Change is a management concept that is often used to deal with changes in the workplace. Sometimes a change can be small and will not create any issues. Other times a change can be like a runaway train or a long line of dominos. Destroying everything in its path.

I have been asked many times for solutions concerning performance and employee motivation issues resulting from changes in the workplace. My response is, I can help but do you know why and how you arrived at this point. Many times they see the issue but not soon engouh to react. This is why management of change is a big deal.

There could be a variety of reasons for leaders or managers inability to recogonize issues due to change. Reasons like lacking focus on employees and being to focused on their own responsiblities. Some employers feel that their employees will just accept a policy change without problems.

The best way to understand management of change is to look at its core values. This is the why it happenned and was it recognized. In order to answer this question, we need to look at how the employee goes through the change process. Understanding this process will improve a leaders ability to recognize and react to an issue. This will also help you maintain performance and build inspired employee motivation.

Understanding the pschyology of change in the mind of employees. Every employee is different and will react diffenlty to any given change. It really comes down to each individual and their personality traits. One person may not like a change in policy, but will execpt it. Another may speak up and express their oppinions.

The problem of excepting change is the result of resistance of change. Everyone likes to be comfortable and not uncomfortable. Fear of the unone and ones belief in his or hers abilities. These all play key roles in excepting change.

The Bottom line is this, change can be scary but it makes us grow and improve.

Remeber these four steps that leads to successful management of change.

Step 1: Orgin of Change

A change takes place whenever a new suggestion or a new way is introduced. In business it is a forced action like policy changes or procedures. It may even include a revised job description. Drastic changes like layoffs or problems in your personnel life. Basically they can come from anywhere and can effect all aspects of your life.

Step 2: Mind Reaction

This is the interpetation step. An employee will anazyle the suggested change and determine how it will affect him or her. Many times the initail reaction is negative. After further reviewing and discussions with others, a change in oppinion may or maynot occur.

Step 3: Actions

Depending on step 2 the minds reaction a action step might be developed. The actions that might be taken can vary. Some actions will be of just disagreements and complaints. Bigger actions take the form of phone calls and complaints by groups instead of individuals. Many times a big change can cause waves and affect performance.

Step 4: Results and outcomes

Results and outcomes can be good or bad it depends on the type of people you have employeed. Remember everyone deals with change differently. Even if you are aware of issues with changes early on. It still might not be enough.

Unhappy employees usually have negative job perfomance. By understanding the concept of management of change you will have the insight to handle the issues with performance management.

Just understanding an employees thought process and having the ability to recognize issues with changes may not solve your problems. There are more ways and methods to establish change management in the workplace. There are many change management models that will provide you with a roadmap to create change in the workplace. I suggest that you review John Kotter's 8 Step Plan For Leading Change.

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