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HOW TO iNTRODUCE ORGANiSATiONAL CHANGE WiTHiN THE WORKPLACE

2021-04-20T08:16:08+00:00March 3rd, 2021|

Implementing organisational change to a business can be a difficult task, as it can often lead to worry or hesitation to adapt among employees, especially if your organisation is currently working remotely as a result of the pandemic. 

However, there are a few simple steps that can be taken to successfully introduce change within the workplace, ensuring that your staff feel supported throughout the process. 

Be transparent about the need for change 

Ensuring that staff are aware of the key reasons why the change is required and what the fundamental reasons for undertaking the restructure is one of the first key messages that should be communicated within the business. It is important that this is communicated in the same channel and at the same time for all employees, as this will negate any miscommunication or rumours among the teams.  

If this change will directly impact a certain team or level of management, it may be a good idea to book in consultations with those employees so they have a platform to address any concerns or feedback that they may have. 

Provide support channels

Providing a support structure is an essential element of implementing change across a business, as it supports employees to adapt both practically and emotionally to the new ways of working. If the changes require team members to undertake new training or develop a new skill set, ensure this is reflected in personal development plans so they can see how the changes have a positive impact, and how it can help with their success at the business long term. 

To help employees adjust to changes to how a role is performed, a mentorship or an open-door policy with management to ask questions as they arise could be set up.

Review the impact of the change within the business

Throughout the change management process, clear goals should be put in place to measure the business impact of the new processes or restructure, to ensure that opportunities continue to be identified. Getting feedback from staff following the implementation of the change will help in any restructures that need to be implemented later down the line, and you can have a clearer picture of the best avenues of support to provide for your staff. 

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