Organisational change implementation
- 1. Effective Implementation of Change Submitted by : Kavita Khorwal Vidushi Gupta Himanshu
- 2. WHAT IS AN ORGANISATIONAL CHANGE? Organizational Change is the process in which an organization changes its structure, strategies, operational methods, technologies, or organizational culture Organizational Change is the process by which organizations move from their present state to some desired future state to increase their effectiveness. Organizational Change can be continuous or occur for distinct periods of time.
- 3. EFFECTIVE ORGANISATIONAL CHANGE Key steps to effective organizational change :- Clearly define the change and align it to business goals. Determine impacts and those affected. Develop a communication strategy. Provide effective training. Implement a support structure. Measure the change process.
- 4. ORGANISATIONAL CHANGE IMPLEMENTATION As an organization grows and evolves, it will experience change. Implementing change can be a challenge if improper techniques are used. Developing efficient ways to introduce and implement change can ease the stress your staff feels when change is introduced. It can also help your vendors, customers and business partners adjust to any changes in the way you do business.
- 5. STRATEGIES FOR IMPLEMENTING CHANGE THE TOPS – DOWN STRATEGY : THE BOTTOM UP STRATEGY
- 6. • THE TOPS – DOWN STRATEGY : It follows that it is the management’s responsibility to design the changes it deems appropriate and to implement these thoroughly but quickly by directives from the top. The basic psychological contract between employees and management, it is assumed, is one in which the employee provides work, effort and commitment and expects in return pay, benefits, and a clear definition of what is expected to be done.
- 7. • THE BOTTOM UP STRATEGY: People welcome change and the opportunity to contribute to their own productivity, especially if the change gives them more variety in their work and more autonomy. These managers assume people have a psychological contract which includes an expectation that they be involved in designing change as well as in implementing it.
- 8. Steps to Implementing Change 1. Management Support for Change 2. Case For Change 3. Employee Involvement 4. Communicating the change 5. Implementation 6. Follow Up 7. Removing Barriers 8. Celebrate
- 9. 1. Management Support for Change – Employees develop a comfort level when they see management supporting the process. It is critical that management shows support for changes and demonstrates that support when communicating and interacting with staff.
- 10. 2. Case for Change – No one wants to change for change sake, so it is important to create a case for change. A case for change can come from different sources. It can be a result of data collected on defect rates, customer satisfaction survey, employee satisfaction survey, customer comment cards, etc.
- 11. 3. Employee Involvement – All change efforts should involve employees at some level. Organizational change, whether large or small, needs to be explained and communicated, specifically changes that affect how employees perform their jobs.
- 12. 4. Communicating the Change – Communicating change should be structured and systematic. When there is poor communication and the rumor mill starts spreading rumors about change, it can create resistance to the change. Being proactive in communications can minimize resistance and make employees feel like they are part of the process.
- 13. 5. Implementation Once a change is planned, it is important to have good communication about the roll-out and implementation of the change. For instance, if your organization is upgrading its software program, employee training should be done before the software is installed on their computers.
- 14. 6. Follow-up Whenever a change is made it is always good to follow-up after implementation and assess how the change is working and if the change delivered the results that were intended. Sometimes changes exceed target expectations but there are occasions that changes just don’t work as planned. When this is the case, management should acknowledge that it didn’t work and make adjustments until the desired result is achieved.
- 15. 7. Removing Barriers Sometimes employees encounter barriers when implementing changes. Barriers can be with other employees, other departments, inadequate training, lacking equipment or supply needs. Sometimes management also needs to deal with resistant or difficult employees. .
- 16. 8. Celebrate - It is important to celebrate successes along the way as changes are made. Celebrating the small changes and building momentum for bigger changes are what makes employees want to participate in the process. When employees understand why a change is made and are part of the process for planning and implementing the change, it allows for a better chance for successful implementation.
- 17. Case studies - Organizations That Failed To Implement An Effective Change: Motorola - Motorola demonstrated the first handheld phone in 1973. Even though Motorola kept producing various versions of its cellphone, they failed to see that customers wanted innovation in software rather than hardware. Clearly lacking market knowledge, Motorola’s new products in the early 2000S weren’t enough to grow the business. The products weren’t user-friendly and Motorola completely missed the movement to 3G. Essentially, Motorola didn’t implement 21st- century communication to its products, making it hard to compete with smartphones on the market. On August 2011 Motorola was acquired by Google. On Motorola going out of business, CEO Greg Brown stated in an interview that “Failure was our fault, not economy.”
- 18. Organizations That Were successful To Implement An Effective Change: Microsoft Microsoft is one of those companies that is continuously evolving – both internally and externally. One of their most notable recent changes came from a product innovation involving their Microsoft Office offerings. In 2016, Microsoft decided to reorganize its Office unit to combine everything into one application as opposed to selling individual products. The company combined PowerPoint, Word and Sway into one app, and Excel and Access in another. The idea behind the move, according to Julie Larson- Green, Chief Experience Officer for Microsoft’s Applications and Services group, was to “think more broadly and more deeply about the future of those technology areas and the future of that kind of content creation rather than focusing so much on the individual applications themselves.”
- 19. THANK YOU