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You can’t avoid change in the workplace, but you can minimise the adverse effects on your employees by getting them on board from day one. It will be hard work and everyone involved in the change management process will need to be fully committed. But it can be done.
Be a Great Leader: In times of great upheaval, employees look to their manager or leader to guide them through the chaos. Effectively managing change is a great responsibility. If you get it wrong, employee morale will plummet and productivity will drop. Change management is a great test of leadership within any organisation, but if you stay focussed and calm, you should be able to weather the storm.
Talk to the Team: Communication is vital. If employees are not told what is happening, they will draw their own conclusions, which are likely to be more negative. Your team has a right to know what is happening and why, so sit them down and have a full and frank discussion with them.
Create an Effective Plan: In order to implement change, there needs to be a workable plan in place to guide the organisation from one phase to another. This plan should include timelines, resource requirements, and who is responsible for what. Make sure everyone is involved in the planning stage, or they might not be fully on board when you need them to be.
A Team Effort: Change management is a team effort, but be aware that not everyone will be comfortable. Some employees will need more help making the transition than others. Be empathetic at all times and if you suspect someone is struggling, do your best to allay their fears.
Remember, if your company fails to adapt to change it could prove to be fatal, so embrace change and look forward to the future.
“"A small organisation making big changes wanting calm and clear support on how to deliver a restructure programme: P3 supported us on all elements; with a timetable of activity for Board so they felt confident all steps were in place and importantly all staff were considered and supported; process roll-out guidance; production of letters for staff; 1:1 support for me, the MD, as we handled the emotional and personal challenges that any restructure generates, as most importantly it's about people. Thank you P3"”
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