August 24, 2022
Organizations often spend valuable resources, both time and money, to implement changes and improvements only to find out their employees are resistant to the change, resulting in a loss of productivity and revenue. Employees fear change for many reasons, including job loss, moving to another position, a reduction in hours, pay or responsibility, or working with a new team or manager. Fear is due to your employee’s perceptions of the change. Recognizing and addressing those fears will make your employees more receptive and embrace the change. They may even become proponents of the change, encouraging other employees.
Organizational change management (OCM) manages the “people side” of the change. Per Prosci® (the Global Leader in Change Management), organizations implementing OCM see tangible results such as; “6x more likely to meet objectives, 5x more likely to stay on schedule, and 2x more likely to stay on budget” – all resulting in a greater ROI.
OCM focuses on three levels to help individual employees embrace, adopt, and use a change in their day-to-day work.
The Prosci® framework includes a 3-Phase process that involves preparing the change, managing the change, and sustaining outcomes. This blog explicitly discusses preparing for change. The following two blogs will cover the additional process topics.
Preparing for change involves several steps that outline what you are trying to achieve, who has to do their jobs differently, and what it will take to achieve success from a people perspective. This phase includes the following activities:
Change acceptance does not happen overnight. Our change management consultants can help guide your organization through the change, gradually phasing out old processes. In addition, we monitor and manage the process to ensure you’re staying on track. Contact us today to see how your changes can deliver results sooner.