Organisational Change management is an essential part of the modern change management strategies & implementing the process with effective ways. According to the required change and budget the change implementation takes place. Large organisations including MNC’s implement variable strategies and models of change management in their companies. The question arises that why it is necessary in the first place? It’s necessary primarily because of the size of an organisation or the number of employees working in an organisation. Another most obvious answer is for the maintenance of discipline and strict quality assurance amongst the hierarchies.
Companies that are going through a crisis phase needs to ponder more. For organisational change management they are the ones highly needed importantly. Apart from this organisations who have experienced heavy losses due to various reasons. Damage control and contingency planning can be in some cases termed as part of the change management strategies. Apart from this, other change management can happen due to expansion strategies. Also includes, increasing sales staff, heavy budget hiring in a particular dept., or finally implementing change for better competitive strategies. While making analysis of the competitor’s strategy the management realises the due importance of multitasking and strict disciplinary measures.
IMPLEMENTATION OF THE ‘CHANGE MANAGEMENT’ PROCESS:
Hence, a change management strategy is the best solution for such a situation. Time and budget, i.e. money and time-scale are one of the key measures. Ironically, while the change is being implemented in the company as a process. A wiser approach is to segment the change department-wise or with a revised plan for drastic improvements. Successful implementation of change management strategies helps in bringing sustainability in the company and improves profitability to much higher extent. This is because profitability margins is the ultimate goal of the company. Hence, apart from their parallel expansion plans and strategies of diversification. However, diversification strategies are part of the investment company’s change management program, and lowers the levels of associated risks.
HOW TO DEVELOP A COMMUNICATIONS STRATEGY?
While implementing the change, the best thing is to identify the ‘change agents’ & the associated stakeholders that can act as temporary change agents. Directly associated with the change, a ‘Change Agent’ can be more than one in numbers. Associated with the change management program they are the key players in the Change management life-cycle. Simultaneously, they know well how to execute the strategy in the organisation in best possible ways. It’s not only about bringing strategy into action, it’s also about the execution of the plan as desired.
Every change management program needs to identify a communications strategy and the key resources. This communications strategy is not only restricted to internal communication. Add-on to this, it also deals with external communications if needed. An example is if you are planning to move your call centre services to a different region and time zone. Naturally, you would need specialised outsourcing services. This is an example of regional communications strategy. Ironically, more popular in companies operating in more than one countries, i.e. MNC’s. Another key attribute in developing a communications strategy is to know how feedback shall be managed. A feedback system is the best way to deal with change for a longer period of time. Hence, finally implement that change all across the boards. The best thing in that case scenario is to come up with a ‘Test strategy.’
PROVIDING EFFECTIVE TRAINING:
The provision of effective training for successfully implementing change is one of the most desirable approach. This includes higher involvement of Information technology in an organisation and merging Corporate Intelligence with tech. systems. Also includes, strategic incorporation of MIS or Management information systems in the company. What are the behaviours and skills required to achieve business results. This is one of the key questions that needs to be asked before implementation of a change strategy. Effective training for better business results and its successful implementation means change is positive for the company.
HOW TO MEASURE CHANGE IN THE COMPANY?
The final implementation of the change management process takes place when the Change can be measured successfully. The most important question in this regards is ‘Was the change good enough in achieving business goals?’ A highly critical question while doing change measurement. If the change is good enough to achieve business goals. Obviously, than it’s a success and the strategy can also be adopted or implemented later in the company. On the other end, if the answer is negative, than the ‘change strategy’ needs to be revised or reconsidered for future action.