- In today’s work environment, change is inevitable. However, not all people managers are equipped with the skills and knowledge needed to effectively engage in the change management process.
- Organizational change management requires action over several key stages. If people managers are unable to effectively navigate these stages, they risk causing stress, cost overruns, and even employee turnover.
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- Taking the time to prepare for change is a critical part of the change management process. People managers must ensure that they understand the rationale behind the change, the impact of the change on them and their team members, and the individuals who will help support the change over time.
- To ensure the change is understood and positively received by employees, people managers need to create a change management communication plan that clearly defines the audience, message, medium, and messenger.
- Change management does not end when the change goes live. People managers are required to take an active role in change sustainment and adapt approaches based on shifting needs, priorities, and feedback.
Impact and Result
- When people managers take steps to promote successful change management, they are more likely to increase employee buy-in, save valuable time and resources, and reach the desired outcome of the change.
- Providing people managers with training on the change management process will better prepare them to lead and support changes at their organization, develop change resiliency, and respond to the complexities of an ever-changing work world.