How to Manage Change in Organizations

Change is difficult in any business environment. For many organizations, the process can be tricky, since employees in this environment tend to be a close-knit group. However, done correctly, managing the process of change, negative or positive, in an organization doesn't have to be a huge, insurmountable task; it can be done with relative ease following these tips.

Instructions

1. Don't keep secrets from the other employees. The more you try to keep something under wraps, the more likely it is that the information will leak from somewhere at some point, leaving employees feeling betrayed. They will likely react negatively to the change because they will feel like the changes took place under a veil of deception. Even if the change wasn't necessarily a bad thing, the presentation will make things look very differently. Therefore, if there are major changes taking place within an organization, be as up front about it as you possibly can be. This will send the message to your organization employees that there is nothing to hide and that the changes aren't going to be as bad as they might seem to be.

2. Set up an open forum where anyone can speak their mind regarding the changes taking place. Change is a very difficult process for some people. If you encourage people to speak their minds and offer their opinions about the change, then they might feel like they at least got to air their concerns. Hold a few meetings where employees can air their grievances without feeling like there might be repercussions for doing so. Encourage them to speak openly and honestly about the changes and have someone take notes. Some of the best ideas have come out meetings in which employees were upset about changes taking place and ended up coming up with innovative solutions to the problems caused by change.

3. Ask for feedback regarding any new policies brought about because of the change. The more employees feel involved in the process of change, the more likely it will be that they will accept the changes and think positively about them. Provide forms with information about the changes and give people a place to write in their opinions. Ask for emails or provide a suggestion box somewhere in the building so employees can anonymously provide feedback. There are a number of ways that you can garner feedback from your employees, making them feel like part of the process.

4. Maintain an open-door policy for all administrators within the organization so there are a number of management options available for conversations regarding the change. Some people don't want to air their issues about the changes in front of others, but instead feel more comfortable in a more one-on-one environment. Make sure your employees know of this policy and encourage them to take you up on it. Train your manager to listen attentively, foster an environment of open, honest communication and ensure employees that whatever is said during the conversation is strictly confidential between the manager and the staff member.

5. Detail the changes in writing so employees will have a reference to the new guidelines of the organization. If you can provide information in writing, employees will be able to have a written reference in which to refer back to in the event that they have questions about the new changes. This will also ensure that there is a set policy in place regarding the changes in your organization that you can then pass along to all employees as well as any newcomers hired after the point of change.