Organisational Changes Need Explanation

Organisational Changes Need Explanation

Competition is stronger than ever across almost every industry, and to stay competitive businesses need to continuously move forward in developing their key processes and strategies, an this means constant change is a necessity. However, many business owners struggle to effectively manage the change process. While changes are usually implemented for the right reasons, they’re not necessarily carried out the right way. Organisational changes start at the top of the chain, but seldom are communicated properly to the employees below. One survey of over half a million employees, discovered that almost one-third weren’t explained why changes were happening in their organisation. If your job was affected by a change, wouldn’t you appreciate an explanation?

Change and stepping into the unknown can be scary for both organisations and individuals. It requires support from both parties. If employees don’t understand what’s happening, they may turn sour and even pull back their commitment to the business. Those leading the change shouldn’t assume the others understand without a proper explanation. At the end of the day, not everyone likes change especially when it affects their daily routine.

Clear thought and a simple plan is necessary for a smooth transition, and a key point in that plan should be communication. Because not everyone likes nor adapts well to change, it’s important to try to communicate new initiatives in a way that inspires employees dedication which will then contribute to the organisation’s success and support. The following are three ways to do just that.

  1. Keep employees informed every step of the way. Planning a big change requires time, and your team should be updated throughout the process. It shouldn’t be a one off explanation. Make sure all communications are clear, consistent, and honest.
  2. Evoke inspiration with a compelling vision for the future. Not only should your team understand why, they need to understand how the changes will affect the organisation in the long run. The big picture is exciting and will most likely get everyone on board! Answer this: How are the changes you make today helping you achieve your vision for tomorrow?
  3. Empower managers to lead through change. Major transformations normally require employees to change their mindset and skillset. When Managers successfully change, the change broader change succeeds. Managers and leaders need to feel supported and empowered through the change so that they can spread confidence throughout the organisation.

Companies who are effective at change management are three and a half times more likely to outperform industry peers. So the next time you’re planning a transformation, maximise your efforts by communicating, inspiring, informing, and empowering your team. Change can take your business to great heights so do it right!