How Organizational Change Management Works and Why You Should Consider It
Change is inevitable. In the ever-evolving landscape of business, whether it’s adapting to new technologies or adjusting to internal restructuring, organizations must be prepared to navigate change effectively. This is where Organizational Change Management (OCM) plays a pivotal role.
Why should you consider Organization Change Management for your business?
If you want to make successful changes within your organization, slapping together a hasty outline is not going to cut it. OCM is a structured approach that an organization takes to prepare, support, and help individuals and teams through transition. Organizational change, from software migration to rebranding, involves more than just flicking a switch or updating a website. Simply put, OCM addresses the people side of those organizational changes. The most significant hurdle to any business looking to make a change is workforce resistance. Navigating that requires a well-thought-out management process.
So, how does organizational change management work?
In a broad sense, OCM focuses on two key components:
It’s no surprise that change can interfere with your daily operations. OCM ensures that changes are rolled out in both effective and efficient ways to minimize disruptions to your business.
The learning curve that comes with new tools and processes can be frustrating for your workforce. OCM helps to facilitate the changes so that your employees can adapt more easily. It also promotes change as a positive way for them to enhance their abilities and improve their work experience.
Sounds great, but where do you start?
Creating a plan is vital. If you want to make effective changes, reduce workforce opposition, and transition smoothly, an organizational change management plan must be mapped out and managed every step of the way.
Formulating a successful change plan means you need to:
Develop clear communication channels. Make sure that your team leaders can effectively communicate the “big picture” as well as foster ongoing discussions as the changes are implemented.
Set measurable goals. A clear path to success means that everyone needs to know the benchmarks necessary for that to happen. Make sure to also implement the appropriate metrics to track that success.
Most people don’t like change. Involve the appropriate stakeholders early and often in the OCM process to develop buy-in. If everyone is invested in making the changes stick, that’s more than half the battle.
Develop a Change Champion network to drive the change from within. Assign a system of team leaders to foster enthusiasm for the project from its inception to end-user adoption.
Once everyone is on board, continue to offer support and training to ensure that adoption can take place. Prepare to promote ongoing learning and assistance as the changes roll out or upgrades are made.
Organizational change isn’t easy.
Formulating a plan and executing it while still running an operating business is a lot to take on. If you can’t see a clear path to achieving your operational goals or you don’t have the resources to get there, what then?
Consider leveraging an expert. Let an OCM specialist help you to achieve your goals more effectively and efficiently. Hiring Organizational Change Management consultants who can formulate a plan, track its success, and ease the transition for your workforce is invaluable.
It’s always a good time to get your business on the right track.
Want to know more about how we can help you plan, execute, and support changes in your organization? Contact us.
Red Sky has over 15 years of experience working with clients to strategize, manage, and streamline their businesses.
At Red Sky – We can help.