Change Impact Reduction Methods
In the organization the Change Impact on individuals can be reduced using the following four methods: strive for short term-low goals, control the rate of change, form groups, and ceremonialize.
In any business or company, change creates vibrations which have to be managed (check The Change Curve) in order for the change to be implemented successfully.
People have a tendency to resist most change. There are few examples of change that is welcomed, such as an increase in salary, but most change is resisted.
In order to avoid disasterous consequences, our manager has to reduce the impact of change on the people under who are experiencing the effects of change. Here are some tools to help navigate through the turbulence:
1. You break the change into small pieces. Define short-term goals and long-term goals. Go after the short-term goals first, accomplish those, get momentum, show the group they can, continue on to the next short-term goal. Also see this page on incremental steps.
2. Control the rate of change. Our manager must take into consideration the resources available to accomplish the goals. Remember, the resources available to the manager are: manpower, money, methodology, time, machines. These resources are in short supply. Careful usage is done to assess further steps. When the rate of change is controlled, the change impact is reduced.
3. Form teams. People working in teams towards a common goal are a resource that should not be overlooked. Not only it helps the employee survive the change, the employee delivers better productivity. Teambuilding-leader.com has extensive tools for building team spirit.
4. Ceremonialize. This one sounds like overkill and childish. We ceremonialize birthdays, weddings, happy and sad occasions, but at the office it doesn’t come naturally. After all, this is the office and we are here to work. Ceremonializing the end of a project is important. Employees are proud of their accomplishments. They need to know that their management appreciates them and recognizes them. This “childish” step is a heavy hitter.
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Here are more pages to incorporate when you implement change:
Be Aware of the Post Change – the Hawthorne Effect
Go to Creating the Desire to Change Page
Check out a great site to help with team building. Team Building Game Site.