Using Benchmarks in The Change Process Research Paper

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Engaging Employees in The Change Process

There are numerous ways that an organization's management can employ to ensure that its change process is successful and there is buy-in by the employees. Convincing employees requires extra effort in order to increase the organization's odds of success. It is vital to solicit buy-in before the launch of the change initiative. This will ensure that the employees are aware of what is going to happen. Management of the organization should hold focus groups and solicit for employee opinion, which allows employees to contribute and share ideas in regards to the change initiative. According to Sharif and Scandura (2014) constant communication is another tactic that can be used. With constant communication, the employees will not be disoriented and they would be more comfortable with the initiative. Communication reassures the employees that the organization is heading in the right direction and the change is aimed at improving the organization. Without communication, the employees are left to think for themselves and in most cases, they are bound to see the change as negative and they will most likely be resistant to the changes. Senior leaders should also lead by example. Any change that is not backed by the leaders of the organization is going to be viewed negatively and the employees will not try to adapt to the changes.

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This tactic entails having all the senior leaders being the change champions and demonstrating to the employees that they are not just talking but they are also walking the talk.

Any change process will take time before the results are experienced or seen. The organization's management should ensure that employees have enough time to psychologically transition and adjust to the new processes. However, there is need to ensure that the employees do not take too long adjusting by them holding on to the old processes for too long. Therefore, there should be training sessions, meetings and written standard operating procedures that will assist to reinforce the changes. After implementing the new processes, there should be accountability that is used to measure how effective the change has been. Employee feedback should be encouraged to allow employees to proactively express themselves instead of them complaining, grumbling, and venting behind closed doors. Lastly, progress should be celebrated as a way of rewarding the employees for all the effort they have put in during the change process.

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