Stress management has been a concern for the HR team and senior leaders in all the organisations. Work environments often become stressful because of tight deadlines, project demands and miscommunication. Effective communication is one of the best solutions for managing change within an organisation. How an organisation manages change and the pressure that comes with it, has become one of the critical factors in determining the success of a business in a competitive and fast-evolving world.
What is Change Management?
Change management is defined as the systematic strategy of dealing with corporate goals, core values, processes, or technologies. It also includes briefing the employees, understanding their perspectives, implementing and monitoring the steps for change and revising them as and when required. Change is required to keep up with the evolving demands and trends of the corporate world. The approach of an organisation towards change and change management is a factor that decides the success of its growth and success.
The most common types of changes that an organisation goes through are:
- Developmental change: Change that results from the revision or improvisation of the existing strategies and policies of an organisation.
- Transitional change: Changes such as automation and acquisition that transforms a company into a new state in order to address a concern.
- Transformational change: Change that involves rewriting the vision, culture and values of an organisation.
Common Types of Challenges in Change Management
i. Miscommunication or ineffective communication
Constant communication is crucial for the successful management of change. Effective communication is the foundation of the smooth functioning of any organisation. Lack of proper communication is sure to pull the organisation down from making remarkable changes.
ii. Fear and disagreements
Changes can be extremely overwhelming primarily because of the fear of uncertainty. If not managed well, the distress can blow out of proportion among people and teams, creating conflicts.
iii. Resistance to change
Resistance is bound to come from all corners during the process of change. This stems from fear and uncertainty which was mentioned in the first point.
iv. Lack of human resource management
Employee engagement is crucial at all times. Especially during change, engaged employees are more motivated to navigate their ways through the process of change.
v. Poor Agility
An important quality that organisations need to possess is agility. Lack of proper agility leads to slower planning and implementation of the required steps. That makes the change management process much more challenging.
The role of leaders in overcoming change management challenges effectively
Change management is all about aligning employees with the goals of the organisation. Leaders are the main players who need to spearhead the process of change and implement it effectively. If the leadership is not strong enough, the entire organisation struggles through the process and eventually crumbles. Especially in a large organisation, change management needs to be well-planned and executed in order to implement changes. The digital, administrative and technological changes are critical and need to be managed in a delicate way.
The complex process of change management can be simplified by following a few steps.
i. Transparency
There needs to be honest communication between leaders and employees at all times. Employees who trust their leaders and management are more open and receptive to change. Trust in the system is a major factor for employees to cope with change effectively when they are assured of their well-being at all times.
ii. Clarity
Being clear about the goals, objectives and expectations is of utmost importance. Change management programs need to be well planned. The senior leaders are responsible for setting goals along with their team members and ensuring that everyone is on the same page.
iii. Empower employees
A management that educates and welcomes employees to participate in the change management process can make the whole process smooth. When employees are empowered enough to make their own decisions during the process, the engagement level is sure to rise.
iv. Open Discussions
Change management is all about learning and adapting. In an environment where everybody has access to information, it is easier for everyone to speed up the learning process making things much easier. Appropriate usage of relevant information sharing tools among employees is a fun way for knowledge sharing and enhancing learning.
v. Training and Support
Employees need reassurance and support. Managers need to provide necessary resources and materials for their team members to sail through stressful changes. Employees who feel supported and valued engage better.
Organisations need to plan well in advance and practice effective communication at all times. Along with senior management, the human resources department is a major player in the process. The strongest strategy will definitely become futile if the communication is not effective. The HR team can ensure that proper communication is in place and streamline the process to a great extent. By being empathetic and conscious, leaders can play a pivotal role in bringing about massive changes and sailing though the change effectively.