successful organisational change
With an ever increasing focus on efficiency and managing costs the need to undertake change is on the agenda of many organisations. However the impact of change is recognised as major cause of poor employee relations and getting it wrong can result in increased costs and a drop in productivity. A structured approach to identifying the need for change and then managing change via a clear plan of action can greatly assist your organisation. Where changes are recommended they will ensure you are adopting a business focus and improve the effi ciency and effectiveness of your organisational performance. What are the key elements of managing change? A clear and transparent process to achieve the required business benefits/goals is essential to proactively manage change and this has many benefits which include: - Analysing current practice against the external market place
- Gaining buy in from key stakeholders
- Ensuring that effective leadership is clearly providing the vision and the rationale for change
- Assessing the impact of change on one area/department/site on another part of the organisation
- Understanding stakeholder concerns and anticipating confl icts
- Understanding the appropriate medium of communication to reach various groups
- Helping people cope with change, performance management and motivation
- Identifying and addressing resistance to change
- Effective project management to prevent slippages in timings, in achievement of desired outcomes, in ensuring that the projects do deliver as planned
- Identifying organisational risk in relation to employment legislation
- Identifying areas that require attention with immediate effect
- Creating an action plan for survivors of change
The results of change can remain with an organisation long after the nominal implementation date. The management of successful change can provide a powerful legacy for board, senior managers, staff and trade unions who can use it to move the business forward. How can insight help? We have a team of highly qualified hr consultants who have extensive experience of conducting major change programmes in a variety of organisations and sectors. They can: - assess the current business and recommend changes to achieve strategic goals
- design the means of approach for achieving the change to best suit your organisation
- assist with the communication to employees about the process(es) and its purpose/benefits Undertake the research independently and confidentially for the organization including meeting with individual stakeholders to elicit their views
- analyse the findings and report back on high, medium and low priority/risk to the organisation
- make recommendations for future action and advise on learning points from the process
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